LinkedIn “Big Four”Job Performance Validation in the ICT Sector

  1. David Aguado
  2. José C. Andrés
  3. Antonio L. García-Izquierdo 1
  4. Jesús Rodríguez
  1. 1 Universidad de Oviedo
    info

    Universidad de Oviedo

    Oviedo, España

    ROR https://ror.org/006gksa02

Revista:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Año de publicación: 2019

Volumen: 35

Número: 2

Páginas: 53-64

Tipo: Artículo

DOI: 10.5093/JWOP2019A7 DIALNET GOOGLE SCHOLAR lock_openAcceso abierto editor

Otras publicaciones en: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

Resumen

Las redes sociales, y especialmente la plataforma LinkedIn, están convirtiendo la función de reclutamiento y selección de personal en un proceso cada vez más unificado. Además de como herramienta de reclutamiento, los profesionales utilizan esta plataforma para hacer inferencias de evaluación sobre las características individuales de los candidatos, aunque la mayoría de las investigaciones han dejado de lado el análisis de su validez para la toma de decisiones en el entorno laboral. En nuestra investigación hemos estudiado los perfiles profesionales en LinkedIn de trabajadores del sector de las tecnologías de la información y la comunicación (N = 615), y su validez orientada a criterios de desempeño laboral. Los resultados muestran cuatro factores principales que subyacen a los perfiles de LinkedIn: experiencia profesional, capital social, actualización de conocimientos e información complementaria. Estos factores están significativamente relacionados con la productividad, el absentismo y el potencial de desarrollo profesional. Estos hallazgos se discuten a la luz de sus implicaciones teóricas y prácticas.

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