social network sites: a starting point for career development practitioners

This action research study explores the career influence of social network sites (SNSs) by examining 14 web‐based articles that consider the risks and opportunities of SNSs from a job search perspective. Three themes are discussed: user visibility, self‐presentation, and network connections. Practical strategies are identified to help career development professionals update their counseling approaches and engage clients in conversations concerning privacy issues, negotiating public and private boundaries on the web, self‐presentation, and applying networking best practices to SNSs.     

Status Seeking and Manipulative Self‐presentation

Three studies examine the relation of dispositional status‐seeking with workplace self‐presentation behaviors. The first study showed that the status‐seeking motive provided incremental prediction, over and above narcissism and self‐monitoring, in self‐reported exaggerating, faking, and fabricating in job search. The second study showed that, after controlling for the traits from the five factor model of personality, status‐seeking predicted the undesirable job‐search behaviors, as well as use of impression‐management tactics at work. A field study showed that employee status seeking explained supervisor impressions of employee supplication and ingratiation, even after controlling for task and contextual performance. Male status‐seekers were also more likely to engage in intimidation. Status‐seeking appears to be an important motive for understanding manipulative self‐presentation at work.     

The effects of length and transposed‐letter similarity in lexical decision: Evidence with beginning,intermediate, and adult readers

Do length and transposed‐letter effects reflect developmental changes on reading acquisition in a transparent orthography? Can computational models of visual word recognition accommodate these changes? To answer these questions, we carried out a masked priming lexical decision experiment with Spanish beginning, intermediate, and adult readers (N=36, 44, and 39; average age: 7, 11, and 22 years, respectively). Target words were either short or long (6.5 vs. 8.5 letters), and transposed‐letter primes were formed by the transposition of two letters (e.g. aminal–ANIMAL) or by the substitution of two letters (orthographic control: arisal–ANIMAL). Children showed a robust length effect (i.e. long words were read slower than short words) that vanished in adults. In addition, both children and young adults showed a transposed‐letter priming effect relative to the control condition. A robust transposed‐letter priming effect was also observed in non‐word reading, which strongly suggests that this effect occurs at an early prelexical level. Taken together, the results reveal that children evolve from a letter‐by‐letter reading to a direct lexical access and that the lexical decision task successfully captures the changing strategies used by beginning, intermediate, and adult readers. We examine the implications of these findings for the recent models of visual word recognition.     

Smiling and self‐presentation of men and women for job photographs

The present research studied the factors that influence the smiling behaviour of men and women. We assumed that men and women who actively engage in self‐presentation use smiling as a strategy to take advantage of the expectations of others in order to realize their own goals. In the research situation, the participants imagined that they wanted to obtain a certain part‐time job. We expected that gender‐role expectations, the gender‐typing and status of the job in question, and the importance of social contacts for carrying out the job would influence the extent to which men and women would smile for a photo to be sent with a job application. The results partly support this expectation: men and women smiled more in response to a low‐status job than to a high‐status job; women smiled more in response to a job in which social contacts are important than to a job in which social contacts are unimportant; and women smiled more than men in response to a feminine low‐status job in which social contacts are important. Copyright © 2002 John Wiley & Sons, Ltd.     

Personal Values and Intended Self‐Presentation during Job Interviews: A Cross‐Cultural Comparison

This study examined the impact of personal values on intended self‐presentation during job interviews among German, Ghanaian, Norwegian, and Turkish students (total N= 1,474). We also sought to explain cultural differences in self‐presentation among these groups. The Cultural Impression Management Scale for applicants (CIM‐A) and the Portrait Values Questionnaire were administered. A multigroup MIMIC model with invariant measurement and structural weights was supported, in which achievement, security, and benevolence values predicted a latent impression management factor. Intended impression management scores were significantly higher in the Ghanaian and Turkish samples than in the Norwegian and German samples. Values (achievement and security) accounted for 19.6 per cent of the cross‐cultural differences in self‐presentation. Adding acquiescence as an additional predictor (interpreted here as a measure of communication style) decreased the cross‐cultural differences by 52.8 per cent. It is concluded that values are similarly related to intended self‐presentation across these four groups, even though the cross‐cultural differences in mean scores in both sets of variables were considerable.     

What you don't know won't hurt me:

This study addresses the implications of interpersonal communication technology use for personal relationships. Elements of an impression management model, which specifies the processes and outcomes of strategic uses of channel and message for self‐presentational goals, are tested. Respondents indicated their preference for interpersonal communication channels (telephone, answering machine, electronic mail, letters) in 4 types of episodes involving issues that either supported or threatened their own or their partner's self‐presentation. Findings supported the hypotheses predicting that individuals recognize mediated channels' capacity to manage ambiguity and clarity in interactional episodes and use those perceptions in forming their channel preferences. The constrictions of mediated channels are often seen as advantageous for interactions that could threaten positive impressions. The results support a functional perspective that views mediated communication channels as a tool for managing self‐relevant information in pursuit of self‐presentational goals.     

Millennial teens design and redesign themselves in online social networks

In less than a decade, online social networks (OSN) have revolutionised social communications worldwide. Nowhere is this more evident than amongst today's young consumers, so called millennial teens, who have snapped up these identity‐making digital social spaces claiming them as their own. This article examines the range of strategies and resources employed by UK millennials for self‐presentation in OSNs and the resultant implications on teenage identity construction in the postmodern era. An in‐depth qualitative content analysis of 20 teen OSN profiles was conducted and analysed against extant theories of impression management, self‐identity and self‐presentation. Our analysis revealed that millennials were deeply immersed in self‐presentation activities. They employed a wide range of ‘intentional’ self‐presentation strategies and drew on colour, design and symbolism to create complex, elaborate and decorative versions of self, which we have termed the ‘aesthetic self’. OSNs satisfy teen needs for intense social interaction with their peers, offer potential for copious identity experimentation and reduce the need to consume physical symbolic items in order to convey meaning, thus acting as an accelerator in the teen identity‐making process. Our findings extend existing frameworks for teenage self‐identity theory and moreover have significant implications for future marketing practice, particularly sourcing consumer behaviour data, brand management and marketing communications strategies. Copyright © 2013 John Wiley & Sons, Ltd.     

Self‐presentation style in job interviews: the role of personality and culture

Chronic self‐promoters may thrive in job interviews where such behavior is encouraged. In Study 1, 72 participants were videotaped as they simulated the job applicant role. Accountability was manipulated by the expectation of expert versus nonexpert interviewers. As accountability increased, self‐promotion tended to decrease among non‐narcissists but increase among narcissists. Ingratiation showed no interaction or main effects. In Study 2, 222 raters evaluated applicant videos varying in narcissism (high vs. low) and ethnicity (European heritage vs. East Asian heritage). Chronic self‐promoters (i.e., European‐heritage narcissists) were given the most positive evaluations. Detailed behavior analyses indicated that the narcissism advantage was derived primarily from frequent self‐praise and the European‐heritage advantage from use of active ingratiation tactics. In sum, self‐presentation styles that pay off in the (Western) interview context are highly selective.     

Self‐Ratings of Political Skill in Job Application: A within‐ and between‐subjects field experiment

Political skill is the ability to understand others and use that knowledge to influence others to act in ways that enhance one's personal and/or organizational objectives. The Political Skill Inventory ( Ferris et al., 2005 ) assesses this talent, and has potential for use in personnel decision making. However, central organizational stakeholders are concerned about the distortion of self‐rating scores in job application; consequently, we examined the effects of a job application situation on self‐ratings of political skill in a field experiment with 205 job incumbents. The findings showed consistently that the relationship of self‐ratings of political skill and job performance ratings by supervisors (ρ=.30, p<.01) were not distorted in job application. Implications and limitations are discussed.     

Individual Differences in Applicant Reactions: A Job‐Search Perspective

This study used three variables from a self‐regulatory job‐search framework to investigate individual differences in the relationship between applicants' perceived procedural fairness of selection tests and job‐pursuit intentions. Employment commitment, job‐search self‐efficacy, and motivational control were hypothesized to moderate the procedural fairness – job‐pursuit intentions relationship while controlling for pretest attitudes and perceived performance. Applicants (N=291) for entry‐level clerical jobs with large federal agencies completed pretest and posttest surveys. Results suggested that only job‐search self‐efficacy and motivational control moderated the relationship between perceived procedural fairness and job‐pursuit intentions. The relationship was stronger for applicants with higher levels of job‐search self‐efficacy and lower levels of motivational control.     

A sublexical locus for repetition blindness: evidence from illusory words.

Six experiments used an illusory words paradigm to demonstrate that repetition blindness (RB) in orthographically similar words affects only the words' shared letters. Rapid serial visual presentation streams of words and word fragments allowed the unique letters of the 2nd critical word to combine with a subsequent fragment to create a word, as in rock shock ell. The illusory word shell was reported 2-3 times as frequently in RB conditions as in control conditions. Further experiments ruled out letter migration, contour summation, and differences in processing load as explanations for the results. These findings are inconsistent with current proposals that orthographic RB represents similarity inhibition or lexical competition or that it reflects problems with word-level token individuation.     

Specific job search self‐efficacy beliefs and behaviors of unemployed ethnic minority women

This two‐wave field study draws from social cognitive theory to investigate the specific job search self‐efficacy beliefs and behaviors of unemployed ethnic minority women in the Netherlands. We go beyond prior job search research that predominantly used white samples and conceptualized job search self‐efficacy and behavior as global, unidimensional constructs. We found that networking self‐efficacy and Internet self‐efficacy were the main predictors of ethnic minority women’s job search behaviors. Moreover, the more time they spent on contacting employment agencies and looking at job ads the more job offers they received. Finally, time spent on job ads was more positively related to job offers when job ad self‐efficacy was high and time spent on networking only predicted job offers when networking self‐efficacy was high.     

job stress,coping strategies,and burnout among abuse‐specific counselors

The purpose of this study is to investigate whether effective coping strategies play an important role to reduce burnout levels among sexual or substance abuse counselors. The authors examined whether coping strategies mediated or moderated relations between job stress and burnout in a sample of 232 abuse‐specific counselors. Results indicated that self‐distraction and behavior disengagement coping strategies mediated the relationships between 3 job stress variables (workload, role conflict, and job ambiguity) and burnout. Although venting and humor coping strategies positively moderated the relationship between role ambiguity and burnout, active coping strategies negatively moderated the relationship between workload and burnout.     

Was It My Fault? Effects of Counterfactual Mutation Focus and Self‐Presentation Strategy1

A recent perspective proposes that counterfactual thinking mutates controllable events that could have prevented a specific outcome, and so provides knowledge that can be used to prevent similar outcomes in the future. This implies that counterfactual thinking does not necessarily influence causal reasoning, although they may be associated in some circumstances. Results of 2 studies reported here show that, for serious outcomes where actions of the self are antecedents and different self‐actions might have prevented the outcome, there was an associated increase in self‐blame. Findings from these studies also suggest that whether self‐mutations are reflected in public expressions of blame will depend on whether the context favors self‐serving self‐presentation strategies, or mitigating strategies incorporating the face concerns of others.     

The ‘why’ and ‘why not’ of job search behaviour: their relation to searching,unemployment experience,and well‐being

Two studies (n = 273 and 254) used self‐determination theory (SDT) to examine unemployed people's motivation both to search and not to search for a job. The self‐regulation questionnaire format (Ryan & Connell, 1989) was used to assess participants' autonomous and controlled job‐search motivation (the ‘why’ of job search) as well as their amotivation for searching. Additionally, both autonomous and controlled motivation for not searching (the ‘why not’ of job search) was assessed. Results provide validity for these five motivational constructs and indicate, in line with SDT, that the constructs predicted reports of search behaviour, affective experiences, and well‐being. The addition of autonomous and controlled motivation for not searching contributed additional predictive power beyond the motivational constructs that focused only on searching. Copyright © 2004 John Wiley & Sons, Ltd.     

Does Acquisitive Self‐Presentation in Personality Self‐Ratings Enhance Validity? Evidence from two experimental field studies

The aim of the present research was to demonstrate that acquisitive self‐presentation in personality scales is not a barrier to their criterion‐related validities in human resource contexts, but rather a means to improve them. A pilot study (Study 1) with 96 job incumbents provided preliminary positive evidence. In Study 2, in the experimental group (n=99), the instructions asked job incumbents to work on a Big‐Five personality inventory (BFI‐K) as if they took part in a personnel selection procedure for a personally very attractive position. In the control group (n=93) of Study 2, job incumbents were asked to answer the inventory items honestly. As expected, the correlation between the self‐ratings of the motive to get along (i.e., which comprises emotional stability, conscientiousness, and agreeableness) and contextual performance assessments was significantly higher in the experimental group than in the control group in Study 2. Additionally, the correlation between the self‐ratings of the motive to get ahead (i.e., which comprises extraversion and openness to experience) and task performance and leadership assessments was significantly higher in the experimental group than in the control group in Study 2. It is proposed that responding to a personality inventory in a human resource decision situation should be conceptualized as a workplace simulation.     

The effect of preview eccentricity in a lexical decision task

We report lexical decision experiments in which eye movements and lexical decision time were analysed. The results show that nonwords produced more fixation than words, and that the time to make a lexical decision was also greater for nonwords. Further, a preview of the stimulus was presented on some occasions either at fixation or peripherally. When the presentation was peripheral the number of refixations and lexical decision times were reduced. Parafoveal previews of words also reduced word length effects on refixations and lexical decision time. These effects decreased (for nonwords) when the case of the letters was changed in the preview. These results are compatible with the idea that the peripheral preview benefit derives from word visual structure in addition to information about word length, word envelope, and single letter identities.     

Self‐Monitoring and Job Performance: The moderating role of tenure

Previous research on the relationship between self‐monitoring and job performance has neglected the role of tenure even though both theory and preliminary evidences suggest that job incumbents' tenure should be a strong moderator. The current study investigates the role of organizational tenure on the relationship between self‐monitoring and job performance (number of new contracts sold) in a sample of sales insurance agents. Consistent with expectations, tenure moderates the relationship between self‐monitoring and job performance, i.e., self‐monitoring is positively correlated with job performance for job incumbents with less tenure but not for those with more tenure. We propose that the relationship between self‐monitoring and job performance depends on the job incumbents' ability and opportunity to control the cues available to those who interact with and/or appraise the performance of the job incumbent.     

Self‐Enhancement in a Job Search Context

The purpose of this study was to examine the role of self‐enhancement in a job search context. Based on previous theoretical and empirical research on positive illusions and core self‐evaluations, we examined the relationships among core self‐evaluations, self‐enhancement, perceived job alternatives, and job search behaviors. Participants in two different studies were students attending a career fair at a university in the southwestern United States to look for a job. Results showed that self‐enhancement is positively related to preparatory job search and mediates the relationship between core self‐evaluations and perceived job alternatives. The implications of this study are discussed.     

Applicants' Self‐presentational Behavior across Cultures: Less self‐presentation in Switzerland and Iceland than in the United States

Do US findings on applicants' self‐presentational behavior generalize to other countries? We argue that applicants in some countries are less motivated to present themselves favorably than applicants in others because countries vary in their unemployment rate (leading to differences in competition between job applicants) and their endorsement of modesty values, influencing their beliefs regarding self‐presentation. Using the randomized response technique, we obtained prevalence data on applicants' self‐presentational behavior from Iceland and Switzerland and compared them with previously published US results. The prevalence rates of self‐presentational behavior were fairly comparable in Iceland and Switzerland but significantly lower than in the United States. These results caution against using the same hiring strategy for all applicants from different cultures.