Words, Words, Words: Participants Do Not Read Consent Forms in Communication Research

Informed consent is an essential part of conducting human subjects research; but its utility is dependent on participants actually reading the consent forms provided. This research conducted secondary analysis of data (N = 1,283) to assess how long participants spent on the consent forms. Participants spent an average of 35.4 seconds on consent documents: not a nonsignficant amount of time (i.e., different from 0 seconds), but insufficient to read or even skim consent forms. Women spent slightly less time on consent forms. Neither the length nor readability of a consent form predicted time spent reading, and neither readability nor gender moderated the relationship between word count and time spent reading. Results suggest participants in communication studies do not spend enough time on a consent document to be able to read it, and therefore modern practices of informed consent do not ensure informed participation in research

Tempus Fugit: Unraveling Temporal Occurrence and Display Order Effects of Online Information on Employer Impressions

As social media readily enables users to traverse a targets’ posted content across time, the present research explores the effects of two types of temporality – occurrence and display order – on offline perceptions. Using the context of employers’ impression formation of job applicants, N = 200 human resource personnel were exposed to a job posting and an applicant’s resume and supplemental social media posts in a fully crossed 2 (occurrence order: posts becoming either more or less positive over a 4-year period) and display order (most-recent posts presented either first or last), and a one-condition offset in which all posts were made 2 years ago and displayed in a random order. Findings support the main effect of temporal occurrence so that more recently posted information more strongly influenced resultant perceptions of the applicant’s employability, person-organization fit, and starting salary; but neither primacy or recency effects of display order were detected. Findings are discussed with respect to warranting theory, primacy/recency effects, and the hiring process