Employers have used social network sites (SNSs) to screen job candidates. However, the mechanism by which SNS posts shape employers’ impressions of the candidates is unclear in previous research. Two studies were conducted to examine how employers develop impressions of job candidates by evaluating their SNS profile against perceived organizational and societal injunctive norms (perceived organizational injunctive norms [POINs] and perceived societal injunctive norms [PSINs], respectively), through a 2 (SNS profile type: alcohol-free vs. alcohol-included) × 2 (industry: Catholic school vs. information technology [IT]) × 2 (gender-role perceptions based on candidate’s sex: male vs. female) between-subjects experiment design. Findings contribute to the scholarship on impression formation via SNSs by showing that individuals develop their impressions by evaluating how much the target SNS profile aligns with POINs. Specifically, an alcohol-included Facebook profile violated POINs and PSINs more than an alcohol-free profile. In addition, both studies found that the interaction effect between the profile and the industry on the extent to which the SNS profile aligned with POINs and PSINs was significantly different for the male and female candidate. This research offers practical implications about how to manage professional self-presentation on SNSs.

中文翻译：

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社交网络档案如何影响雇主对候选人的印象：规范评估的应用

雇主使用社交网站 (SNS) 来筛选求职者。然而，SNS 帖子塑造雇主对候选人印象的机制在先前的研究中尚不清楚。进行了两项研究，通过评估雇主如何根据感知的组织和社会禁令规范（感知的组织禁令规范 [POIN] 和感知的社会禁令规范 [PSIN]）评估他们的 SNS 档案，通过 2（SNS个人资料类型：无酒精 vs. 含酒精）×2（行业：天主教学校 vs. 信息技术 [IT]）×2（基于候选人性别的性别角色认知：男性 vs.女性）受试者间实验设计。研究结果通过评估目标 SNS 配置文件与 POIN 的一致性来显示个人发展他们的印象，从而有助于通过 SNS 形成印象。具体而言，包含酒精的 Facebook 个人资料比不含酒精的个人资料更违反 POIN 和 PSIN。此外，两项研究都发现，对于男性和女性候选人，个人资料和行业之间的交互作用对 SNS 个人资料与 POIN 和 PSIN 对齐的程度有显着差异。这项研究为如何管理 SNS 上的专业自我展示提供了实际意义。两项研究都发现，对于男性和女性候选人，个人资料和行业之间的交互作用对 SNS 个人资料与 POIN 和 PSIN 对齐的程度有显着差异。这项研究为如何管理 SNS 上的专业自我展示提供了实际意义。两项研究都发现，对于男性和女性候选人，个人资料和行业之间的交互作用对 SNS 个人资料与 POIN 和 PSIN 对齐的程度有显着差异。这项研究为如何管理 SNS 上的专业自我展示提供了实际意义。