Influence of Job-Dedicated Social Media on Employer Reputation

The popularity and value of social media sites has stretched beyond its initial social connection purposes; today, they represent critical tools for individual and firm visibility. This paper compares and contrasts institutional theory and signaling theory to investigate (1) whether having a job-dedicated page on social media sites (i.e. Facebook, LinkedIn, and Twitter) is related to an organization’s employer reputation, and (2) whether it is merely the fact of having a job-dedicated social media page, or actually communicating (i.e. posting, tweeting, etc.) on that page that is related to an organization’s employer reputation. We used data collected from three major social media sites and found that having a job-dedicated LinkedIn page was positively related to employer reputation, whereas having a job-dedicated Facebook or Twitter page was not related to employer reputation. Furthermore, we did not find social media activity to be related to employer reputation

Dynamics of Lending-Based Prosocial Crowdfunding: Using a Social Responsibility Lens

Crowdfunding platforms have revolutionized entrepreneurial finance, with 200 billion dollars expected to be dispersed annually to entrepreneurs and small business owners by 2020 (2014 economic value of crowdfunding. http://www.crowdsourcing.org/editorial/crowdfunding-outlook-for-2014-and-beyond-infographic/30520, 2014). Despite the importance of this growing phenomenon, our knowledge of the dynamics of successful lending-based prosocial crowdfunding and its implications for the business ethics literature remain limited. We use a social responsibility lens to examine whether crowdfunders on a lending-based prosocial platform (Kiva) lend their money based on altruistic or strategic motives. Our results indicate that the dynamics of prosocial lending-based crowdfunding are somewhat consistent with traditional forms of financing. Specifically, despite a prosocial setting in nature, crowdfunders tend to act strategically, positively responding to signals of quality and low risk. Notably, we also find that projects that are high on both financial and social appeal receive the highest average amount of funding. Furthermore, language on the lender’s profile indicating ability to pay is positively related to both funding success and funding amount. Our study contributes to filling the gap in the business ethics literature about the dynamics of lending-based prosocial crowdfunding, and the strategic and altruistic ethical motives that drive lenders in such endeavors

Does feedback matter for job search self‐regulation? It depends on feedback quality

Job search represents a dynamic process through which job seekers must consistently engage in effective self‐regulation. Although scholars have increasingly begun to theorize and conceptualize the job search in this manner, little is known about what fosters effective self‐regulation week‐to‐week. In light of this theoretical gap, we integrate self‐regulation theory with the feedback literature to examine how feedback quality influences affective, cognitive, and behavioral regulatory processes in job search. Furthermore, we examine feedback self‐efficacy (i.e., how efficacious a job seeker feels with respect to processing and implementing feedback received during the job search) as a stable, person‐level moderator of these within‐person relationships. In a sample of job seekers surveyed once a week for seven weeks, results indicate that receiving high‐quality feedback has a direct influence on positive and negative affective reactions tied to the job search, influencing subsequent positive (i.e., metacognitive strategies) and negative (i.e., affective rumination) cognitive processes. Metacognitive strategies, in turn, impact both the number of résumés sent and hours spent job seeking each week. Moreover, lower feedback self‐efficacy amplifies the relationship between feedback quality and negative affective reactions. Our results highlight the importance of high‐quality feedback in helping job seekers effectively regulate week‐to‐week.12 month embargo; published online: 20 February 2019This item from the UA Faculty Publications collection is made available by the University of Arizona with support from the University of Arizona Libraries. If you have questions, please contact us at [email protected]

Toward a broader understanding of career shocks:Exploring interdisciplinary connections with research on job search, human resource management, entrepreneurship, and diversity

Career shocks have become an increasingly important part of current careers scholarship. In this article, we focus on the role of career shocks in career choice, career development, and career adaptation by exploring interdisciplinary connections with the domains of: (1) job search, (2) human resource management, (3) entrepreneurship, and (4) diversity. Specifically, we argue that a self-regulated job search process is likely often triggered by a career shock, yet could also trigger career shocks in its own right. We also note that employees' perceptions of the HR practices in their company are likely influenced by career shocks, and that the chance of employees to return to their employer in the future (i.e., boomerang employment) is affected by the occurrence of positive or negative shocks. Furthermore, there are ample opportunities to study how career shocks may trigger transitions between paid employment and entrepreneurship, and the role of identity and emotions in such processes. Finally, we argue that career shocks may instigate changes in the salience of social identity or even constitute threats to social identity, thereby reflecting on how career shocks may differentially impact people belonging to different social groups. We hope that our article, in the spirit of this JVB 50-year anniversary issue's aims, will inspire scholars both within and outside of the field of career studies to better understand how career shocks may impact the way in which people work and develop their careers