LinkedIn “Big Four”: Job Performance Validation in the ICT Sector

• David Aguado ; José C. Andrés ; Antonio L. García-Izquierdo ^[1] ; Jesús Rodríguez
  1. [1] Universidad de Oviedo

     Universidad de Oviedo

     Oviedo, España

     
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 35, Nº 2, 2019, págs. 53-64
• Idioma: español
• DOI: 10.5093/jwop2019a7
• Títulos paralelos:
  • LinkedIn “Big Four”: Job Performance Validation in the ICT Sector
• Enlaces
  • Texto completo (pdf)
• Dialnet Métricas: 8 Citas
• Resumen
  • español

    Las redes sociales, y especialmente la plataforma LinkedIn, están convirtiendo la función de reclutamiento y selección de personal en un proceso cada vez más unificado. Además de como herramienta de reclutamiento, los profesionales utilizan esta plataforma para hacer inferencias de evaluación sobre las características individuales de los candidatos, aunque la mayoría de las investigaciones han dejado de lado el análisis de su validez para la toma de decisiones en el entorno laboral. En nuestra investigación hemos estudiado los perfiles profesionales en LinkedIn de trabajadores del sector de las tecnologías de la información y la comunicación (N = 615), y su validez orientada a criterios de desempeño laboral. Los resultados muestran cuatro factores principales que subyacen a los perfiles de LinkedIn: experiencia profesional, capital social, actualización de conocimientos e información complementaria. Estos factores están significativamente relacionados con la productividad, el absentismo y el potencial de desarrollo profesional. Estos hallazgos se discuten a la luz de sus implicaciones teóricas y prácticas.

  • English

    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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