LinkedIn “Big Four”: job performance validation in the ICT sector

ABSTRACT Social networks websites, and specially the LinkedIn platform, have changed the landscape of recruitment and personnel selection to a unified organizational process. Thus, apart from using LinkedIn as a recruitment tool, professionals also use it to make evaluative inferences regarding the individual characteristics of the candidates (e.g., their personality). However, most of the research focused on LinkedIn has left aside the evidence about its validity for decision making in the work setting. In our study we analyze the criterion oriented validity of LinkedIn incumbents professional profiles (N = 615) in the information and communication technology (ICT) sector with some measures of job performance. The results show four major factors underlying LinkedIn profiles about professional experience, social capital, updating knowledge, and non-profesional information. These factors are significantly related to productivity, absenteeism, and the potential for professional development. These findings are discussed in light of their theoretical and practical implications.

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Main Authors: Aguado,David, Andrés,José C., García-Izquierdo,Antonio L., Rodríguez,Jesús
Format: Digital revista
Language:English
Published: Colegio Oficial de la Psicología de Madrid 2019
Online Access:http://scielo.isciii.es/scielo.php?script=sci_arttext&pid=S1576-59622019000200002
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spelling oai:scielo:S1576-596220190002000022021-06-04LinkedIn “Big Four”: job performance validation in the ICT sectorAguado,DavidAndrés,José C.García-Izquierdo,Antonio L.Rodríguez,Jesús LinkedIn Personnel selection Assessment Criterion oriented validity Incumbents Social network websites ABSTRACT Social networks websites, and specially the LinkedIn platform, have changed the landscape of recruitment and personnel selection to a unified organizational process. Thus, apart from using LinkedIn as a recruitment tool, professionals also use it to make evaluative inferences regarding the individual characteristics of the candidates (e.g., their personality). However, most of the research focused on LinkedIn has left aside the evidence about its validity for decision making in the work setting. In our study we analyze the criterion oriented validity of LinkedIn incumbents professional profiles (N = 615) in the information and communication technology (ICT) sector with some measures of job performance. The results show four major factors underlying LinkedIn profiles about professional experience, social capital, updating knowledge, and non-profesional information. These factors are significantly related to productivity, absenteeism, and the potential for professional development. These findings are discussed in light of their theoretical and practical implications.Colegio Oficial de la Psicología de MadridRevista de Psicología del Trabajo y de las Organizaciones v.35 n.2 20192019-01-01journal articletext/htmlhttp://scielo.isciii.es/scielo.php?script=sci_arttext&pid=S1576-59622019000200002en
institution SCIELO
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country España
countrycode ES
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region Europa del Sur
libraryname SciELO
language English
format Digital
author Aguado,David
Andrés,José C.
García-Izquierdo,Antonio L.
Rodríguez,Jesús
spellingShingle Aguado,David
Andrés,José C.
García-Izquierdo,Antonio L.
Rodríguez,Jesús
LinkedIn “Big Four”: job performance validation in the ICT sector
author_facet Aguado,David
Andrés,José C.
García-Izquierdo,Antonio L.
Rodríguez,Jesús
author_sort Aguado,David
title LinkedIn “Big Four”: job performance validation in the ICT sector
title_short LinkedIn “Big Four”: job performance validation in the ICT sector
title_full LinkedIn “Big Four”: job performance validation in the ICT sector
title_fullStr LinkedIn “Big Four”: job performance validation in the ICT sector
title_full_unstemmed LinkedIn “Big Four”: job performance validation in the ICT sector
title_sort linkedin “big four”: job performance validation in the ict sector
description ABSTRACT Social networks websites, and specially the LinkedIn platform, have changed the landscape of recruitment and personnel selection to a unified organizational process. Thus, apart from using LinkedIn as a recruitment tool, professionals also use it to make evaluative inferences regarding the individual characteristics of the candidates (e.g., their personality). However, most of the research focused on LinkedIn has left aside the evidence about its validity for decision making in the work setting. In our study we analyze the criterion oriented validity of LinkedIn incumbents professional profiles (N = 615) in the information and communication technology (ICT) sector with some measures of job performance. The results show four major factors underlying LinkedIn profiles about professional experience, social capital, updating knowledge, and non-profesional information. These factors are significantly related to productivity, absenteeism, and the potential for professional development. These findings are discussed in light of their theoretical and practical implications.
publisher Colegio Oficial de la Psicología de Madrid
publishDate 2019
url http://scielo.isciii.es/scielo.php?script=sci_arttext&pid=S1576-59622019000200002
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