Social technologies are increasingly used in several organizational functions, including human resource management. The focus of this study is on social media adoption in employee recruitment and selection in Central and Eastern Europe (CEE). The theoretical lens used in this study is the Unified Theory of Acceptance and Use of Technology (UTAUT), extended to include the impact of the recruiters' managerial position and educational level on technology adoption. Results obtained from partial least squares path modeling, using cross-sectional data collected from 224 recruiters, showed that the core hypotheses of the UTAUT were supported, namely the positive impact of performance expectancy, effort expectancy and social influence on behavioral intention, as well as the positive impact of facilitating conditions and behavioral intention on usage behavior. As expected, the recruiters' characteristics triggered many interaction effects, but none of them impacted facilitating conditions. Managerial implications are dis- cussed and future research suggestions are provided.

Ouirdi, M. E., Ouirdi, A. E., Segers, J., Pais, I., Technology adoption in employee recruitment: The case of social media in Central and Eastern Europe, <<COMPUTERS IN HUMAN BEHAVIOR>>, 2016; (57): 240-249. [doi:http://dx.doi.org/10.1016/j.chb.2015.12.043] [http://hdl.handle.net/10807/74946]

Technology adoption in employee recruitment: The case of social media in Central and Eastern Europe

Pais, Ivana
Ultimo
2016

Abstract

Social technologies are increasingly used in several organizational functions, including human resource management. The focus of this study is on social media adoption in employee recruitment and selection in Central and Eastern Europe (CEE). The theoretical lens used in this study is the Unified Theory of Acceptance and Use of Technology (UTAUT), extended to include the impact of the recruiters' managerial position and educational level on technology adoption. Results obtained from partial least squares path modeling, using cross-sectional data collected from 224 recruiters, showed that the core hypotheses of the UTAUT were supported, namely the positive impact of performance expectancy, effort expectancy and social influence on behavioral intention, as well as the positive impact of facilitating conditions and behavioral intention on usage behavior. As expected, the recruiters' characteristics triggered many interaction effects, but none of them impacted facilitating conditions. Managerial implications are dis- cussed and future research suggestions are provided.
Inglese
Ouirdi, M. E., Ouirdi, A. E., Segers, J., Pais, I., Technology adoption in employee recruitment: The case of social media in Central and Eastern Europe, <<COMPUTERS IN HUMAN BEHAVIOR>>, 2016; (57): 240-249. [doi:http://dx.doi.org/10.1016/j.chb.2015.12.043] [http://hdl.handle.net/10807/74946]
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/10807/74946
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