Impact Of Pre-employment Screening Through Facebook On Job Pursuit Intention

• Main Authors: Chen, hsiu-yen, 陳琇嬿
• Other Authors: Suen, Hung-Yue
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/4jd4h2

碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系 === 106 === Social networking site is a rapidly growing aspect of everyday life in the digital era. In tradition, pre-employment screening were conducted in basis of resume provided from candidates. Since the sue of social networking sites gained popularity rapidly, employers begin to screen the candidate’s Facebook information for making hiring decision because they desire more information outside from the resume or application forms such as their habits and real personality. Consequently, privacy concerns arise when job seekers become the target of being monitored and screened by potential employers. Furthermore, procedure justice of personnel selection became an issue when employers use non-work related information posted on Facebook to make hiring decisions. Thereby, it may influences to the intention of job pursuit. This study attempts to shed light on the issue of examining how job seekers perceive an employer’s use of Facebook screening, including their perception of privacy violation and procedural injustice, and therefore how this employer practice affects seekers’ job pursuit intention. The survey result from 132 passive job seekers who use Facebook in their daily life. The result indicated that the perception of procedural justice partially mediated the relationship between perceived privacy violation and job pursuit intention. Although organization attractiveness was associated with job pursuit intention, it did not have significant moderating effect in this study. The limitations and implications of the findings for practice and research are discussed in this thesis.