With the rising use of social networking sites in the past decade, some organizations have found ways to incorporate these sites into their hiring process. This study looked at how organizational use Facebook in selection affected applicant perceptions of organizational justice, organizational attractiveness, and job pursuit intention. Varying levels of invasiveness involving the use of Facebook in selection were examined in addition to job relevance. This study found that more invasive selection practices involving Facebook negatively impacted applicant perceptions of organizational justice, organizational attractiveness, and job pursuit intention. Job relevance was not found to influence those ratings.
|Commitee:||Nadler, Joel, Pettibone, Jonathan|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 53/03M(E), Masters Abstracts International|
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