Applicant reactions to selection procedures have attracted much scholarly attention in the work and organizational psychology literature over the past three decades. While this body of literature is quite robust, scholarly research into applicant reactions to social media assessment more specifically is sparse. In this article, we develop a comprehensive theoretical framework to better understand applicant reactions to social media assessment. We explicate the process by which various individual, organizational, and labor market antecedents elicit different reactions from job applicants and the resulting behavioral consequences. We argue that SM assessments are very different from traditional assessments and thus require a new theoretical framework that is context specific to capture applicant reactions, and in so doing, add value to extant reactions frameworks. Our theorizing advances the applicant reactions literature by providing an expanded view of the significant role of social media in the hiring process and how applicants are likely to respond to this new assessment tool. Drawing on this conceptual framework, we offer propositions and discuss the implications for research and practice.

在过去的三十年里，申请人对选择程序的反应在工作和组织心理学文献中引起了很多学术关注。虽然这组文献相当丰富，但更具体地说，关于申请人对社交媒体评估的反应的学术研究很少。在本文中，我们开发了一个全面的理论框架，以更好地了解申请人对社交媒体评估的反应。我们解释了各种个人、组织和劳动力市场前因引起求职者不同反应的过程以及由此产生的行为后果。我们认为 SM 评估与传统评估有很大不同，因此需要一个新的理论框架，它是特定于上下文的捕捉申请人的反应，并以此为现有的反应框架增加价值。我们的理论通过提供社交媒体在招聘过程中的重要作用以及申请人可能如何回应这一新评估工具的扩展视图来推进申请人反应文献。借鉴这个概念框架，我们提出建议并讨论对研究和实践的影响。