Employer reviews may say as much about the employee as they do the employer: Online disclosures, organizational attachments, and unethical behavior

This is an Accepted Manuscript of an article published by Taylor & Francis in Journal of Applied Communication Research on 02 Sep 202002 Sep 2020, available online: http://www.tandfonline.com/10.1080/00909882.2020.1812692.Do reviews on organizational review websites (e.g., Indeed.com, GlassDoor.com) speak to the employer or the employee? This study tests the structural relationship between cognitive and affective organizational attachments and three outcomes: willingness to disclose one’s workplace online, unethical pro-organizational behavior (UPB), and workplace reviews. Using a national sample of U.S. workers (N = 304), we examine how organizational identification and commitment relate to publicly posting about one’s organization. Self-presentation and organizational attachment are used to hypothesize how individuals selectively self-present organizational identities online. Structural equation modeling shows identification and commitment both positively relate to review ratings. While identification positively predicts online disclosure and UPB, commitment is unrelated to disclosure and has a buffering effect whereby it negatively predicts UPB and interacts with UPB to predict organizational review ratings. Findings illustrate that online reviews and disclosures of one's workplace may say as much about the worker as the workplace itself

The Structuration of Identification on Organizational Members’ Social Media

The structurational model of identification is applied to test structures that may lead to sharing organizational membership on social media and increased organizational identification. We propose and test how antecedents (e.g., social media use, organizational prestige) relate to acts of identification on social media and promote organizational identification. United States working adults (N = 303) responded to an online survey about hypothesized motivational structures, online disclosures of organizational affiliation, and organizational identification. Results show three specific structures significantly predicted one’s willingness to share her or his organizational affiliation across social media: personae overlap, social media use, and organizational prestige. Commitment and turnover intentions were, surprisingly, not direct predictors of organizational affiliation disclosure. Implications for individuals, organizations, and both organizational and computer-mediated theory are presented

“Posts are my own”: effects of social media disclaimers on perceptions of employees and their organizations from tweets and retweets

PURPOSE – This study empirically assesses the perceptions the public has of employees and their organization following a [re]tweet, and the additional potential ameliorating effect of a disclaimer distancing the organization from the individual employee’s social media presence. DESIGN/METHOD/APPROACH – A fully-crossed 2 (disclaimer v. no disclaimer) × 2 (positive v. negative valence post) × 2 (post v. retweet) experiment exposed participants (N = 173) to an employee’s personal tweet. Resultant perceptions of both the poster (i.e., goodwill) and the poster’s organization (i.e., organizational reputation) were analyzed using planned contrast analyses. FINDINGS – Findings reveal audiences form impressions of individuals based on both tweeted and retweeted content. Perceptions of both the poster’s goodwill and the poster’s organization were commensurate with the valence of the poster’s tweets, stronger when posts were original tweets rather than retweets, and there was a significant interaction effect between valence and [re]tweet. Disclaimers did not significantly affect perceptions, suggesting employers may be better-served by asking employees to omit reference to their employer on their personal social media accounts. ORIGINALITY/VALUE – This research contributes to understanding how employee and organizational reputations are affected by employees’ personal social media content. Results suggest even when a disclaimer explicitly seeks to distance the employee from the organization, audiences still see the employee as informal brand ambassadors of their organization

Career-washing? Unpacking employer brand promises on social media platforms

Purpose This paper aims to explore how a global fashion retailer uses a social media platform to build an appeal via a process of online employer branding. Design/methodology/approach The study involved a narrative and thematic analysis of posts of a global fashion retailer on LinkedIn. The authors sampled organisational posts and the responses they received over a six-month period. Findings The organisation uses carefully curated success stories of “ideal” existing employees to build an appeal based on the values of growth and belonging. While varied, the responses of platform users tend to be limited to brief contributions, questioning the success of the organisation’s attempts at creating an appeal. Research limitations/implications The authors argue that employer branding literature needs a new conceptual toolbox, which better reflects the mediated, affective and networked nature of platforms. Practical implications To avoid career-washing, employer brands should engage with the networked nature of platforms, fostering authentic conversations with users rather than using platforms merely as a billboard to post content. Originality/value The authors theorise the appeal of the employer brand through the concept of the “employer brand promise”. Furthermore, they show how, on social networks, this promise attempts to create value through meaningful engagement. They also conclude by observing how the employer brand promise can act as a form of career-washing, where there is a significant dis-connect between the promise offered and the reality of retail work on the ground. </jats:sec

O papel dos social media no envolvimento dos colaboradores com a organização, aplicado no contexto da empresa Konica Minolta

Mestrado em Gestão de Sistemas de InformaçãoCom a evolução da tecnologia e o crescimento exponencial dos social media as organizações deparam-se com novos desafios. Tornando-se, necessário analisar o envolvimento dos colaboradores com a organização nos social media, uma vez que o conteúdo de social media dos colaboradores aumenta a credibilidade organizacional. Estes conteúdos partilhados são, muitas vezes, dados relativos ao trabalho, o que implica que a organização faz parte da identidade online do colaborador. Desta forma, pretende-se compreender qual é a associação entre a identificação com a organização e o envolvimento dos colaboradores com a mesma nos social media, nomeadamente no Facebook, aplicado no contexto da empresa Konica Minolta. Assim como, qual é o tipo de envolvimento (comportamental, emocional, cognitivo) que é mais forte por parte dos colaboradores da empresa. A presente investigação foi conduzida com base numa abordagem quantitativa e com recurso a uma amostragem por conveniência e auto seleção, através de um questionário online com uma amostra total válida de 131 inquiridos, colaboradores da empresa Konica Minolta. Os resultados obtidos comprovaram que a identificação com a organização tem uma correlação positiva nos diversos tipos de envolvimento dos colaboradores com a organização nos social media, sendo que o tipo de envolvimento mais forte é o envolvimento emocional.With the evolution of technology and the exponential growth of social media organizations are faced with new challenges. It is necessary to analyze the engagement of employees with the organization in social media, since the social media content of the employees increases the organizational credibility. These shared contents are often data related to the work, which implies that the organization is part of the online identity of the employee. In this way, the aim is to understand what the association between the identification with the organization and the engagement of employees with it in social media is, namely on Facebook, applied in the context of the company Konica Minolta. As well as, what is the type of engagement (behavioral, emotional, cognitive) that is stronger by the employees of the company. The present investigation was conducted based on a quantitative approach and using sampling for convenience and self-selection, through an online questionnaire with a valid total sample of 131 respondents, employees of Konica Minolta. The results obtained showed that the identification with the organization has a positive correlation on the different types of employee engagement with the organization in social media, with the strongest engagement is the emotional engagement.info:eu-repo/semantics/publishedVersio

Explaining online ambassadorship behaviors on Facebook and LinkedIn

Due to technological advancement work is situated within a broader network where work communiqués become public and observable by anyone at any time. This study draws on identity theory and boundary management preferences to examine the extent to which employees use their Facebook and LinkedIn accounts to share updates about their organization. This study reports on a two-wave panel study among Dutch employees (N = 515). Drawing on boundary theory and organizational citizenship literature this study shows that self-enhancement motives are important predictors for ambassadorship behaviors on Facebook and LinkedIn. Conversely, segmentation preferences and identification processes significantly affect ambassadorship behaviors on Facebook, but not on LinkedIn. Hence, social media afford similar behaviors across platforms but the antecedents may differ across social media platforms

Explaining online ambassadorship behaviors on Facebook and LinkedIn

Due to technological advancement work is situated within a broader network where work communiques become public and observable by anyone at any time. This study draws on identity theory and boundary management preferences to examine the extent to which employees use their Facebook and LinkedIn accounts to share updates about their organization. This study reports on a two-wave panel study among Dutch employees (N = 515). Drawing on boundary theory and organizational citizenship literature this study shows that self enhancement motives are important predictors for ambassadorship behaviors on Facebook and LinkedIn. Conversely, segmentation preferences and identification processes significantly affect ambassadorship behaviors on Facebook, but not on Linkedln. Hence, social media afford similar behaviors across platforms but the antecedents may differ across social media platforms

Explaining online ambassadorship behaviors on Facebook and LinkedIn

Due to technological advancement work is situated within a broader network where work communiqués become public and observable by anyone at any time. This study draws on identity theory and boundary management preferences to examine the extent to which employees use their Facebook and LinkedIn accounts to share updates about their organization. This study reports on a two-wave panel study among Dutch employees (N = 515). Drawing on boundary theory and organizational citizenship literature this study shows that self-enhancement motives are important predictors for ambassadorship behaviors on Facebook and LinkedIn. Conversely, segmentation preferences and identification processes significantly affect ambassadorship behaviors on Facebook, but not on LinkedIn. Hence, social media afford similar behaviors across platforms but the antecedents may differ across social media platforms

O uso do LinkedIn : a influência dos antecedentes e o seu efeito nas expetativas de desempenho de carreira

Doutoramento em GestãoO LinkedIn é a maior rede profissional do mundo e a sua utilização contribui para o aumento da empregabilidade e desenvolvimento na carreira. O objetivo desta investigação é perceber de que maneira o uso do LinkedIn se relaciona com as expetativas de desempenho de carreira dos profissionais. E para alcançar este objetivo, buscamos responder às questões: Quali1 - Há combinações alternativas de circunstâncias para gerar expetativas de desempenho na carreira?; Quali2 - Há caminhos alternativos que levam à ausência de expetativas de desempenho na carreira?; Quanti1 - Qual a relação entre os antecedentes e o Uso do LinkedIn? e Quanti2 - Qual a relação entre o Uso do LinkedIn e as expetativas de desempenho de carreira? E também avaliar se o LinkedIn suporta teoricamente os indicadores de carreiras sustentáveis (De Vos & Heijden, 2015). Esta investigação aborda o contributo do LinkedIn para as expetativas de carreira e expande a literatura quanto à influência das Medias sociais no desenvolvimento de carreira, em especial o LinkedIn. Este trabalho explora os efeitos do uso do LinkedIn nas expetativas de desempenho de carreira e mostra que os profissionais esperam ter consequências positivas na sua carreira com o seu uso e também a sua conexão com o conceito de “carreiras sustentáveis”. Neste trabalho propomos que o LinkedIn suporta teoricamente três indicadores para o alcance da carreira sustentável que são: saúde (bem-estar digital), felicidade (sucesso na carreira) e produtividade (empregabilidade). O uso do LinkedIn foi percebido de facto com os resultados desta investigação, como uma ferramenta que traz diversos benefícios para a carreira dos profissionais. Os resultados desta investigação confirmam que o uso do LinkedIn está positivamente relacionado com as expetativas de desempenho de carreira, portanto, ao usar o LinkedIn, o profissional tem maior expetativa de desempenho, o que pode indicar que o seu uso tem consequências positivas e deveria ser incentivado para melhores resultados nas carreiras dos profissionais. É utilizado na investigação o método sequencial misto que envolveu um estudo teórico para perceber a contribuição teórica do Linkedin para a sustentabilidade de carreiras, dois estudos qualitativos, sendo um descritivo e outro qualitativo comparativo com o uso do fsQCA e por último um estudo quantitativo com o uso da modelagem de equações estruturais. O estudo qualitativo comparativo mostra a inexistência de combinações de condições que levam à ausência de expetativas de resultados na carreira, entre as analisadas. Os resultados da investigação quantitativa mostram que a utilidade e a facilidade percebida do Modelo de Aceitação de Tecnologia assim como a atitude e a norma subjetiva da Teoria da Ação Racional parecem ser igualmente relevantes para explicar o uso do LinkedIn, e em conjunto, contemplam os argumentos que melhor poderiam explicar o fenómeno. Ao usar o LinkedIn o profissional tem expetativas de desempenho de carreira para o seu desenvolvimento profissional e estes benefícios vão para além do indivíduo. Colaboradores com maior expetativa de desempenho de carreira possivelmente irão buscar um maior autodesenvolvimento e produtividade para se desenvolver e crescer na organização a qual pertencem, o que irá gerar valor para ambos os lados.LinkedIn is the largest professional network in the world and its use contributes to increase employability and career development. The goal of this investigation is to understand how the use of LinkedIn is related to the career performance expectations of professionals. And to achieve this goal, we seek to answer the questions: Quali1 - Are there alternative combinations of circumstances to generate career performance expectations?; Quali2 - Are there alternative paths that lead to a lack of career performance expectations?; Quanti1 - What is the relationship between background and the use of LinkedIn? and Quanti2 - What is the relationship between LinkedIn Use and career performance expectations? And also to evaluate if LinkedIn theoretically supports indicators of sustainable careers (De Vos & Heijden, 2015). This investigation addresses the contribution of LinkedIn to career expectations and expands the literature on the influence of social media on career development, especially LinkedIn. It explores the effects of the use of LinkedIn on career performance expectations and shows that professionals expect to have positive consequences in their careers with its use and its connection with the concept of “sustainable careers”. LinkedIn supports theoretically the three indicators for sustainable career achievement which are: healthy (digital wellbeing), happy (career success) and productive (employability). The use of LinkedIn was in fact perceived, with the results of this investigation, as a tool that brings several benefits to the career of professionals. The results of this investigation confirm that the use of LinkedIn positively influences career performance expectations, therefore, when using LinkedIn, the professional has higher performance expectations, which may indicate that its use has positive consequences and should be encouraged for better performance. professional career outcomes. The mixed sequential method is used in the investigation, which involves a theoretical study to understand the theoretical contribution of Linkedin to the sustainability of careers, two qualitative studies, one descriptive and the other comparative qualitative with the use of fsQCA and finally a quantitative study with the structural equation modeling (SEM). The qualitative comparative study showed the inexistence of combinations of conditions, among those analyzed, that lead to the absence of expectations of career results. The results of the quantitative investigation show that the usefulness and perceived ease of the Technology Acceptance Model as well as the attitude and the subjective norm of the Theory of Reasoned Action seem to be equally relevant to explain the use of LinkedIn, and together they contemplate the arguments that could best explain the phenomenon. When they use LinkedIn, the professional has career performance expectations for their professional development and these benefits go beyond the individual. Employees with higher career performance expectations will possibly seek for greater self-development and productivity to develop in the organization they belong, which will generate value for both sides.info:eu-repo/semantics/publishedVersio