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The contribution of LinkedIn use to career outcome expectations
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Orientador(es)
Resumo(s)
Social media has transformed organizations and employees’ lives (Ngai, Tao & Moon, 2015; Tajvidi & Karami, 2017), millions of users have incorporated it into their daily routines (Boyd & Ellison, 2007), and it has improved the performance of organizations (Tajvidi & Karami, 2017). Social media, such as LinkedIn, Twitter, and Facebook, is becoming important for career-related subjects such as job searches, selection and recruitment practices, and career decisions (Levine & Aley, 2020). It is a useful tool for career progression and job searching (McCabe, 2017) and a source of information to set up careers for success (Levine & Aley, 2020). However, the research related to social media has been published mainly in journals on technology in general and in specific information and communications technology (Akkermans & Kubasch, 2017). LinkedIn was created in 2002 (LinkedIn, 2020) to be used for job placement and long-term career development. It creates opportunities for any individual with short- and long-term career goals (Schneider man, 2016; Zia & Malik, 2019). Increasingly, employees expect to have careers related to the adoption of technologies (Compeau. Higgins & Huff, 1999; Schneiderman, 2016; Fetherston, Cherney, & Bunton, 2018; Ma & Leung, 2019; Yan et al., 2019). In this study, we add to the understanding of the social network and demographic related conditions that influence career outcome expectations. The SCT (Bandura, 1986) and SCCT rationales (Lent & Brown, 2006; Olson, 2014) postulate that the individual’s career development is based on expectations. Our contribution regards the sources of such expectations (digital and demographic ones). Specifically, our results provide a clear contribution on the link between the use of LinkedIn and career outcome expectations that, according to Bandura (1986; 1999; 2005; 2009), should influence the individual’s career development. Therefore, we offer the support of a digital antecedent for the individual’s career development that further develops the argument that LinkedIn influences the self-efficacy of career preparation (Fetherston et al., 2018 and responding to Lent & Brown’s 2019) request to study the phenomenon). We offer evidence that using LinkedIn for professional purposes is a relevant condition (necessary but not sufficient alone) to create career outcome expectations. We identify three different configurations (1, 2 and 3) of individuals that have such high expectations. Managerial implications arise from our results. Considering that LinkedIn plays an important part in having career outcome expectations, employers should acknowledge such evidence and account for the associated consequences of adopting adequate human resource management practices, like having a LinkedIn-based recruitment process (Levine & Aley, 2020) and career progression process (McCabe, 2017).
Descrição
Palavras-chave
Linkedln Social Network Job Searches Career Decisions Career Development and Expectations
Contexto Educativo
Citação
Pena, Lucila; Carla Curado and Mírian Oliveira .(2022). “The contribution of LinkedIn use to career outcome expectations”, Journal of Business Research, Volume 144: pp. 788-796, 2022
Editora
Elsevier