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dc.contributor.advisorSchell, Kraig
dc.contributor.authorFowler, Kevin Michael
dc.contributor.committeeMemberSchell, Kraig
dc.contributor.committeeMemberStenmark, Cheryl
dc.contributor.committeeMemberMowrer, Robert
dc.contributor.committeeMemberPullin, Mark
dc.creatorFowler, Kevin Michael
dc.date.accessioned2013-08-16T17:27:17Z
dc.date.accessioned2018-02-16T18:45:25Z
dc.date.available2013-08-16T17:27:17Z
dc.date.available2018-02-16T18:45:25Z
dc.date.created2013-08-01
dc.date.issued2013-08-16
dc.date.submitted22013-08-16
dc.identifier.urihttp://hdl.handle.net/2346.1/30045
dc.description.abstractThis study examined the relationship between personality ratings based on Facebook profiles and ratings of favorability for hire (FFH) for mock “applicants”. The relationship between the amount of Facebook information available to view and FFH was also explored. Participants viewed screenshots taken from the applicants’ Facebook profiles and rated five personality traits and FFH. Descriptive statistics revealed that FFH ratings and final hiring decisions often did not match. Also, it was found that Conscientiousness was correlated with FFH. There was no relationship between available information and the FFH rating. Discussion focuses on ramifications, limitations, and future research directions.
dc.format.mimetypeapplication/pdf
dc.language.isoen_US
dc.subjectsocial media
dc.subjectFacebook
dc.subjectfavorability for hire
dc.subjectFFH
dc.titleScanning social networking sites as part of a hiring process
dc.typeThesis
dc.type.materialtext


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