The purpose of this paper is to investigate the ways in which social media content via social contagion may affect the job behaviors of employed individuals. Specifically, by integrating the unfolding model of voluntary turnover and social comparison theory, this paper explores whether receiving an update about a peer’s career advancement on professional social networking sites (SNSs) increases an individual’s propensity to engage in job search.,In this analysis, the authors matched individuals’ survey data (n=125) with information received from a recruiting agency on employees’ subsequent job search behavior (i.e., sending a resume to the agency).,The results indicate that the relationship between career advancement updates on SNSs and job search behavior was stronger for employees with higher perceived employability and, contrary to our hypothesis, for those more embedded within the organization.,More employable and more embedded individuals perceive social cues from social media, and these cues positively relate to their job search behaviors. To address this trend, organizations could develop a social media strategy and implement retention measures to prevent the job search (and thus potential turnover) of employable and embedded individuals.,This research contributes to the job search literature by examining the role of professional SNSs in driving job search behavior among employed individuals.

中文翻译：

---

同行在社交媒体上的最新动态如何影响求职

本文的目的是研究社交传播通过社交传播所产生的内容如何影响就业人员的工作行为。具体而言，通过整合自愿离职的展开模型和社会比较理论，本文探讨了在专业社交网站（SNS）上接收有关同龄人职业发展的更新是否会增加个人从事求职的倾向。作者将个人的调查数据（n = 125）与从招聘机构收到的有关员工随后的求职行为（即，向简历发送简历）的信息进行了匹配。结果表明，SNS上职业发展更新之间的关系对于具有较高可感知的就业能力的员工，求职行为更强，并且 与我们的假设相反，对于那些更多地嵌入组织内部的人，更多的可就业和更多嵌入的个人从社交媒体中感知社交线索，这些线索与他们的求职行为成正比。为了应对这一趋势，组织可以制定社交媒体策略并实施保留措施，以防止可就业和内嵌型人员的求职（以及潜在的离职）。该研究通过研究专业SNS在以下领域的作用，为求职文献做出了贡献。促进就业个体中的求职行为。