Social Media in Employee-Selection-Related Decisions: A Research Agenda for Uncharted Territory

Journal of Management

Volumn 42, Issue 1, 2016, Pages 269-298

  Roth, Philip L ^a   Bobko, Philip ^b   Van Iddekinge, Chad H ^c   Thatcher, Jason B ^a  

^a CLEMSON UNIVERSITY   (United States)

^b GETTYSBURG COLLEGE   (United States)

^c FLORIDA STATE UNIVERSITY   (United States)

Author keywords

individual decision making; selection staffing; validation

Indexed keywords

EID: 84949238627     PISSN: 01492063     EISSN: 15571211     Source Type: Journal    
DOI: 10.1177/0149206313503018     Document Type: Article

References (142)

1. D.Aarts2010. It’s a GR8 way 2 hire. Profit, 29(6): 59-60.
2. H.AguinisM.A.Smith2007. Understanding the impact of test validity and bias on selection errors and adverse impact. Personnel Psychology, 60: 165-199.
3. Annenberg. 2011. The digital future project: Surveying the digital future year 10. Los Angeles, CA: USC Annenberg School for Communication & Journalism.
4. W.ArthurA.Villado2008. The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice. Journal of Applied Psychology, 93: 435-442.
5. R.D.ArveyR.H.Faley1988. Fairness in selecting employees (2nd ed.). Reading, MA: Addison-Wesley.
6. M.D.BackJ.M.StopferS.VarizeS.GaddisB.F.SchmukleS.D.Gosling2010. Facebook profiles reflect actual personality, not self-idealization. Psychological Science, 21: 372-374.
7. E.Barnett2012. Facebook passwords “fair game in job interviews.”Telegraph. http://www.telegraph.co.uk/technology/facebook/9162356/Facebook-passwords-fair-game-in-job-interviews.html.
8. B.BarryI.S.Fulmer2004. The medium and the message: The adaptive use of communication media in dynamic influence. Academy of Management Review, 29: 272-292.
9. C.J.BartlettC.G.Green1966. Clinical prediction: Does one sometimes know too much?Journal of Counseling Psychology, 13: 267-270.
10. T.N.BauerD.M.TruxilloR.J.SanchezJ.M.CraigP.FerraraM.A.Campion2001. Applicant reactions to selection: Development of the selection procedural justice scale. Personnel Psychology, 54: 387-419.
11. R.F.BaumeisterE.BratslavskyC.FinkenauerK.D.Vohs2001. Bad is stronger than good. Review of General Psychology, 5: 323-370.
12. L.R.BeachE.Strom1989. A toadstool among the mushrooms: Screening decisions and image theory’s compatibility test. Acta Psychologica, 72: 1-12.
13. J.B.Bernerth2012. Demographic variables and credit scores: An empirical study of a controversial selection tool. International Journal of Selection and Assessment, 20: 242-246.
14. J.B.BernerthS.G.TaylorH.J.WalkerD.S.Whitman2012. An empirical investigation of dispositional antecedents and performance-related outcomes of credit scores. Journal of Applied Psychology, 97: 469-478.
15. C.M.BerryD.S.OnesP.R.Sackett2007. Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis. Journal of Applied Psychology, 92: 410-424.
16. N.E.BetzJ.B.Wolfe2005. Measuring confidence for basic domains of vocational activity in high school students. Journal of Career Assessment, 13: 251-270.
17. J.F.BinningM.A.GoldsteinM.F.GarciaJ.H.Scattaregia1988. Effects of preinterview impression on questioning strategies in same and opposite sex employment interviews. Journal of Applied Psychology, 73: 30-37.
18. S.L.BlackA.F.JohnsonS.E.TakachD.L.Stone2012. Factors affecting applicants’ reaction to the collection of data in social network websites. Paper presented at the annual meeting of the Academy of Management, Boston.
19. P.BobkoP.Roth2013. Reviewing, categorizing, and analyzing the literature on Black-White mean differences for predictors of job performance: Verifying some perceptions and updating/correcting others. Personnel Psychology, 66: 91-126.
20. D.BohnertH.R.Ross2010. The influence of social networking web sites on the evaluation of job candidates. Cyberpsychology, Behavior and Social Networking, 13: 341-347.
21. V.R.BrownE.D.Vaughn2011. The writing on the (Facebook) wall: The use of social networking sites in hiring decisions. Journal of Business and Psychology, 26: 219-225.
22. E.Brunswik1956. Perception and the representative design of psychological experiments. Berkeley: University of California Press.
23. D.E.Byrne1971. The attraction paradigm. New York: Academic Press.
24. J.P.CampbellR.A.McCloyS.H.OpplerC.E.Sager1993. A theory of performance. In N.SchmittW.C.Borman (Eds.), Personnel selection in organizations: 35-70. San Francisco: Jossey-Bass.
25. M.A.CampionD.A.PalmerJ.E.Campion1997. A review of structure in the selection interview. Personnel Psychology, 50: 655-702.
26. M.A.CampionD.A.PalmerJ.E.Campion1998. Structuring employment interviews to improve reliability, validity, and users’ reactions. Current Directions in Psychological Science, 7: 77-82.
27. P.ChattopadhyayM.TluchowskaE.George2004. Identifying the ingroup: A closer look at the influence of demographic dissimilarity on employee social identity. Academy of Management Review, 29: 180-202.
28. W.S.ChouY.M.HuntE.B.BeckjordR.P.MoserB.W.Hessee2009. Social media use in the United States: Implications for health communication. Journal of Medical Internet Research, 11: e48.
29. M.S.ChristianB.D.EdwardsJ.C.Bradley2010. Situational judgment tests: Constructs assessed and a meta-analysis of their criterion-related validities. Personnel Psychology, 63: 83-117.
30. L.A.ClarkS.J.Roberts2010. Employer’s use of social networking sites: A socially irresponsible practice. Journal of Business Ethics, 95: 507-525.
31. J.P.DavidP.J.GreenR.MartinJ.Suls1997. Differential roles of neuroticism, extraversion and event desirability in daily life: An integrative model of top down and bottom up influences. Journal of Personality and Social Psychology, 73: 149-159.
32. H.K.DavisonM.J.Burke2000. Sex discrimination in simulated employment contexts: A meta-analytic investigation. Journal of Vocational Behavior, 56: 225-248.
33. H.K.DavisonC.MaraistM.N.Bing2011. Friend or foe? The promise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology, 26: 153-159.
34. H.K.DavisonC.MaraistR.H.HamiltonM.N.Bing2012. To screen or not to screen? Using the Internet for selection decisions. Employee Responsibilities and Rights Journal, 24: 1-21.
35. R.M.DawesD.FaustP.E.Meehl1989. Clinical versus actuarial judgment. Science, 243: 1668-1674.
36. K.DionE.BerscheidE.Walster1972. What is beautiful is good. Journal of Personality and Social Psychology, 24: 285-290.
37. R.L.Dipboye1982. Self-fulfilling prophecies in the selection/recruitment interview. Academy of Management Review, 7: 579-587.
38. R.L.Dipboye1989. Threats to the incremental validity of interviewer judgments. In R.W.EderG.R.Ferris (Eds.), The employment interview: Theory, research, and practice: 45-60. Newbury Park, CA: Sage.
39. D.H.EbenbachC.F.Moore2000. Incomplete information, inferences, and individual differences: The case of environmental cues. Organizational Behavior and Human Decision Processes, 81: 1-27.
40. A.Feingold1992. Good-looking people are not what we think. Psychological Bulletin, 111: 304-341.
41. L.M.FinkelsteinM.J.Burke1998. Age stereotyping at work: The role of rater and contextual factors on evaluations of job applicants. Journal of General Psychology, 125: 317-345.
42. S.FrengD.Webber2009. Turning up the heat on online teaching evaluations: Does “hotness” matter. Teaching of Psychology, 36: 189-193.
43. T.L.Friedman2007. The world is flat: A brief history of the twenty-first century. New York: Picador/Farrar, Straus and Giroux.
44. J.GerowJ.B.ThatcherR.AyyagariP.L.Rothin press. Should useful systems be fun too? The role of intrinsic motivation for utilitarian systems. European Journal of Information Systems.
45. S.W.Gilliland1993. The perceived fairness of selection systems: An organizational justice perspective. Academy of Management Journal, 18: 694-734.
46. C.B.Goldberg2005. Relational demography and similarity-attraction in interview assessments and subsequent offer decisions: Are we missing something?Group & Organization Management, 30: 597-624.
47. J.P.HausknechtD.V.DayS.C.Thomas2004. Applicant reactions to selection procedures: An updated model and meta-analysis. Personnel Psychology, 57: 639-683.
48. M.E.HeilmanT.G.Okimoto2008. Motherhood: A potential source of bias in employment decisions. Journal of Applied Psychology, 93: 189-198.
49. A.HendersonR.Bowley2010. Authentic dialogue? The role of “friendship” in a social media recruitment campaign. Journal of Communication Management, 14: 237-257.
50. K.Hill2012. Beware, tech abandoners. People without Facebook accounts are “suspicious.”Forbes. http://www.forbes.com/sites/kashmirhill/2012/08/06/beware-tech-abandoners-people-without-facebook-accounts-are-suspicious/.
51. T.D.Hollman1972. Employment interviewers’ errors in processing positive and negative information. Journal of Applied Psychology, 56: 130-134.
52. M.HosodaE.F.Stone-RomeroG.Coats2003. The effects of physical attractiveness on job related outcomes: A meta-analysis of experimental studies. Personnel Psychology, 56: 431-462.
53. L.HoughF.OswaldR.Ployhart2001. Determinants, detection and amelioration of adverse impact in personnel selection procedures: Issues, evidence and lessons learned. International Journal of Selection and Assessment, 9: 152-194.
54. A.I.HuffcuttW.ArthurJr.1994. Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79: 184-190.
55. A.I.HuffcuttJ.ConwayP.L.RothN.Stone2001. Identification and meta-analysis of constructs measured in employment interviews. Journal of Applied Psychology, 86: 897-913.
56. A.I.HuffcuttP.L.Roth1998. Racial group differences in interview evaluations. Journal of Applied Psychology, 83: 288-297.
57. K.G.Hunt2010. Finders keepers: Social media strategies help find top talent hunt. Journal of Property Management, 75: 36-40.
58. J.E.Hunter1986. Cognitive ability, cognitive aptitudes, job knowledge, and job performance. Journal of Vocational Behavior, 29: 340-362.
59. J.HunterF.Schmidt2004. Methods of meta-analysis: Correcting for error and bias in research findings (2nd ed.). Thousand Oaks, CA: Sage.
60. J.JaccardG.Wood1988. The effects of incomplete information on the formation of attitudes toward behavioral alternatives. Journal of Personality and Social Psychology, 54: 580-591.
61. C.Jagacinski1991. Personnel decision making: The impact of missing information. Journal of Applied Psychology, 76: 19-30.
62. C.Jagacinski1995. Distinguishing adding and averaging models in a personnel selection task. Organizational Behavior and Human Decision Processes, 61: 1-15.
63. R.D.Johnson1987. Making judgments when information is missing: Inferences, biases, and framing effects. Acta Psychologica, 66: 69-82.
64. R.D.JohnsonI.P.Levine1985. More than meets the eye: The effect of missing information on purchase evaluations. Journal of Consumer Research, 12: 169-177.
65. A.M.KanarC.J.CollinsB.S.Bell2010. A comparison of the effects of positive and negative information on job seekers’ organizational attraction and attribute recall. Human Performance, 23: 193-212.
66. E.L.KellyD.W.Fiske1951. The predictions of performance in clinical psychology. Ann Arbor: University of Michigan Press.
67. K.M.KiefferJ.A.SchinkaG.Curtiss2004. Person-environment congruence and personality domains in the prediction of job performance and work quality. Journal of Counseling Psychology, 51: 168-177.
68. D.H.Kluemperin press. Social network screening: Pitfalls, possibilities, and parallels in employment selection. In T.BondaroukM.Olivas-Lujan (Eds.), Advanced series in management. Bingley, UK: Emerald.
69. D.H.KluemperB.McLartyP.Rosen2013. Exploring the relationship between individual characteristics and LinkedIn use. In R.F.Miguel (Chair), The promise and perils of social media data for selection. Symposium presented at the Society for Industrial and Organizational Psychology, Houston.
70. D.H.KluemperP.A.Rosen2009. Future employment selection methods: Evaluating social networking web sites. Journal of Managerial Psychology, 24: 567-580.
71. D.H.KluemperP.A.RosenK.Mossholder2012. Social networking websites, personality ratings, and the organizational context: More than meets the eye. Journal of Applied Social Psychology, 42: 1143-1172.
72. E.Z.KontosK.M.EmmonsE.PuleoK.Viswanath2010. Communication inequalities and public health implications of adult social networking site use in the United States. Journal of Health Communications, 15: 216-235.
73. A.L.Kristof-BrownR.D.ZimmermanE.C.Johnson2005. Consequences of individual’s fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58: 281-342.
74. F.J.Landy1986. Stamp collecting versus science: Validation as hypothesis testing. American Psychologist, 41: 1183-1192.
75. F.J.Landy2010. Performance ratings: Then and now. In J.L.Outtz (Ed.), Adverse impact: Implications for organizational staffing and high stakes selection: 227-248. New York: Routledge.
76. T.LeeT.R.Mitchell1994. An alternative approach: The unfolding model of employee turnover. Academy of Management Review, 19: 51-89.
77. J.A.LePineA.ErezD.E.Johnson2002. The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology, 87: 52-65.
78. R.A.Lippa2001. On deconstructing and reconstructing masculinity-femininity. Journal of Research in Personality, 35: 168-207.
79. G.Livingston2011. Latinos and digital technology, 2010. Washington, DC: Pew Hispanic Center.
80. A.LocksleyE.BorgidaN.BrekkeC.Hepburn1980. Sex stereotypes and social judgment. Journal of Personality and Social Psychology, 5: 821-831.
81. J.M.MaderaM.R.HeblR.C.Martin2009. Gender and letters of recommendation for academia: Agentic and communal differences. Journal of Applied Psychology, 94: 1591-1599.
82. B.MarcusF.MachilekA.Schutz2006. Personality in cyberspace: Personal web sites as media for personality expressions and impressions. Journal of Personality and Social Psychology, 90: 1014-1031.
83. R.MayerJ.DavisD.Schoorman1995. An integrative model of organizational trust. Academy of Management Review, 20: 709-734.
84. J.M.McCarthyC.H.Van IddekingeM.A.Campion2010. Are highly structured job interviews resistant to demographic similarity effects?Personnel Psychology, 63: 325-359.
85. M.McDanielN.HartmanD.WhetzelW.GrubbIII. 2007. Situational judgment tests, response instructions, and validity: A meta-analysis. Personnel Psychology, 60: 63-91.
86. M.A.McDanielD.L.WhetzelF.L.SchmidtS.Maurer1994. The validity of the employment interview: A comprehensive review and meta-analysis. Journal of Applied Psychology, 79: 599-616.
87. P.McKayM.McDaniel2006. A re-examination of Black-White mean differences in work performance: More data, more moderators. Journal of Applied Psychology, 91: 538-544.
88. P.E.Meehl1954. Clinical versus statistical prediction. Minneapolis: University of Minnesota Press.
89. R.F.Miguel2013. LinkedIn for hiring decisions: A content validity framework. In R.F.Miguel (Chair), The promise and perils of social media data for selection. Symposium presented at the Society for Industrial and Organizational Psychology, Houston.
90. T.R.MitchellL.R.Beach1990. “.. Do I love thee? Let me count..”: Toward and understanding of intuitive and automatic decision-making. Organizational Behavior and Human Decision Processes, 47: 1-20.
91. S.B.MorrisR.E.Lobsenz2000. Significance tests and confidence intervals for the adverse impact ratio. Personnel Psychology, 53: 89-111.
92. S.MotowidloJ.Van Scotter1994. Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology, 79: 475-480.
93. L.H.NishiiD.P.LepakB.Schneider2008. Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 61: 503-545.
94. J.D.OlianD.P.SchwabY.Haberfield1988. The impact of applicant gender compared to qualifications on hiring recommendations: A meta-analysis of experimental studies. Organizational Behavior and Human Decision Processes, 41: 180-195.
95. Pew Research Center. 2013. Demographics of Internet users. www.pewinternet.org./Trend-Data-%28Adults%29/Whos-Online.aspx.
96. A.P.PhillipsR.L.Dipboye1989. Correlational tests of predictions from a process model of the interview. Journal of Applied Psychology, 74: 41-52.
97. R.PloyhartB.Holtz2008. The diversity-validity dilemma: Strategies for reducing racioethnic and sex subgroup differences and adverse impact in selection. Personnel Psychology, 61: 153-172.
98. D.Potosky2008. A conceptual framework for the role of the administration medium in the personnel assessment process. Academy of Management Review, 33: 629-648.
99. R.E.PotterL.R.Beach1994. Imperfect information in pre-choice screening of options. Organizational Behavior and Human Decision Processes, 59: 313-329.
100. J.Preston2011. Social media becomes a new job hurdle. New York Times, July20: 1.
101. L.RamistC.LewisL.McCawley-Jenkins1994. Student group differences in predicting college grades: Sex, language, and ethnic groups (Report 93-1). New York: College Board.
102. R.ReillyM.Warech1993. The validity and fairness of alternatives to cognitive ability tests. In L.WingB.Gifford (Eds.), Policy issues in employment testing: 131-224. Boston: Kluwer.
103. C.M.RiordanB.S.SchafferM.M.Stewart2005. Relational demography within groups: Through the lens of discrimination. In R.DipboyeA.Colella (Eds.), Discrimination at work: The psychological and organizational bases: 37-62. Mahwah, NJ: Lawrence Erlbaum.
104. P.L.RothC.A.BevierP.BobkoF.S.SwitzerIIIP.Tyler2001. Ethnic group differences in cognitive ability in employment and educational settings: A meta-analysis. Personnel Psychology, 54: 297-330.
105. P.L.RothP.Bobko2000. College grade point average as a personnel selection device: Ethnic group differences and potential adverse impact. Journal of Applied Psychology, 85: 399-406.
106. P.L.RothP.BobkoL.A.McFarlandM.A.Buster2008. Work sample test ethnic group differences in personnel selection: A meta-analysis of overall and exercise scores. Personnel Psychology, 61: 635-659.
107. A.M.RyanR.E.Ployhart2000. Applicant perceptions of selection procedures and decisions: A critical review and agenda for the future. Journal of Management, 26: 565-606.
108. J.M.SaccoC.R.ScheuA.M.RyanN.Schmitt2003. An investigation of race and sex similarity effects in interviews: A multilevel approach to relational demography. Journal of Applied Psychology, 88: 852-865.
109. P.R.Sackett2007. Revisiting the origins of the typical-maximum performance distinction. Human Performance, 20: 179-185.
110. P.SackettJ.Ellingson. 1997. The effects of forming multi-predictor composites on group differences and adverse impact. Personnel Psychology, 50: 707-721.
111. P.R.SackettW.Shen2010. Subgroup differences on cognitive tests in contexts other than personnel selection. In J.Outtz (Ed.), Adverse impact: Implications for organizational staffing and high stakes selection: 323-348. New York: Routledge.
112. P.R.SackettS.ZedeckL.Fogli1988. Relations between measures of typical and maximum job performance. Journal of Applied Psychology, 73: 482-486.
113. R.J.SanchezK.RobertsM.FreemanA.C.Clayton2012. Do they care? Applicant reactions to on-line social media presence checks. Paper presented at the annual meeting of the Academy of Management, Boston.
114. N.Schmitt1976. Social and situational determinants of interview decisions: Implications for the employment interview.Personnel Psychology, 29: 79-101.
115. F.L.SchmidtI.-S.OhH.Le2006. Increasing the accuracy of corrections for range restriction: Implications for selection procedure validities and other research results. Personnel Psychology, 59: 281-305.
116. S.SeibertP.E.DownesJ.Christopher2012. Applicant reactions to online background checks: Welcome to a brave new world. Paper presented at the annual meeting of the Academy of Management, Boston.
117. E.F.Sinar2013. What LinkedIn links to: Connecting virtual profiles to actual performance. In R.F.Miguel (Chair), The promise and perils of social media data for selection. Symposium presented at the Society for Industrial and Organizational Psychology, Houston.
118. E.F.SinarJ.Winter2012. Social media and selection: How on-line information helps and hurts your hiring process. DDIDirections, 1-9. http://www.imakenews.com/ddi/e_article002559717.cfm?x=b11,0
119. R.SlovenskyW.H.Ross2012. Should human resource managers use social media to screen job applicants? Managerial and legal issues in the USA. Info, 14: 55-69.
120. Society for Human Resource Management. 2008. Online technologies and their impact on recruitment strategies. www.SHRM.org.
121. B.M.Springbett1958. Factors affecting the final decision in the employment interview. Canadian Journal of Psychology, 12: 13-22.
122. C.Stamper2010. Common mistakes companies make using social media tools in recruiting efforts. CMA Management, 84(2): 12-14.
123. D.L.StoneE.F.Stone1987. Effects of missing application blank information on personnel selection decisions: Do privacy protection strategies bias the outcome?Journal of Applied Psychology, 72: 452-456.
124. R.SuJ.RoundsP.I.Armstrong2009. Men and things, women and people: A meta-analysis of sex differences in interests. Psychological Bulletin, 135: 859-884.
125. B.W.SwiderW.R.BoswellR.D.Zimmerman2011. Examining the job search-turnover relationship: The role of embeddedness, job satisfaction, and available alternatives. Journal of Applied Psychology, 96: 432-441.
126. B.W.SwiderR.D.Zimmerman2010. Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes. Journal of Vocational Behavior, 76: 487-506.
127. R.TakeuchiS.V.MarinovaD.P.LepakW.Liu2005. A model of expatriate withdrawal-related outcomes: Decision making from a dualistic adjustment perspective. Human Resource Management Review, 15: 119-138.
128. P.J.TaylorK.PajoG.W.CheungP.Stringfield2004. Dimensionality and validity of a structured telephone reference check procedure. Personnel Psychology, 57: 745-772.
129. M.J.TewsK.StaffordJ.Zhu2009. Beauty revisited: The impact of attractiveness, ability, and personality in the assessment of employment suitability. International Journal of Selection and Assessment, 17: 92-100.
130. A.S.TsuiT.D.EganC.A.O’Reilly1992. Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37: 549-579.
131. A.S.TsuiB.A.Gutek1984. A role set analysis of gender differences in performance, affective relationships, and career success of industrial middle managers. Academy of Management Journal, 27: 619-635.
132. A.S.TsuiC.A.O’Reilly1989. Beyond simple demographic effects: The importance of relational demography in superior-subordinate dyads. Academy of Management Journal, 32: 402-423.
133. S.Turckle2011. Alone together: Why we expect more from technology and less from each other. New York: Basic Books.
134. U.S. Equal Opportunity Employment Commission, U.S. Civil Service Commission, U.S. Department of Labor, & U.S. Department of Justice. 1978. Uniform guidelines on employee selection procedures. Federal Register, 43: 38295-38309.
135. H.van der Heijden. 2004. User acceptance of hedonic information systems. MIS Quarterly, 28: 695-704.
136. K.I.van der ZeeA.B.BakkerP.Bakker. 2002. Why are structured interviews so rarely used in personnel selection?Journal of Applied Psychology, 87: 176-184.
137. D.L.WhetzelM.A.McDanielN.T.Nguyen2008. Subgroup differences in situational judgment test performance. A meta-analysis. Human Performance, 21: 291-309.
138. I.O.WilliamsonJ.E.KingD.LepakA.Sarma2010. Firm reputation, recruitment web sites, and attracting applicants. Human Resource Management, 49: 669-687.
139. L.G.WilliamsonJ.E.CampionS.B.MalosM.V.RoehlingM.A.Campion1997. Employment interview on trial: Linking interview structure with litigation outcomes. Journal of Applied Psychology, 82: 900-912.
140. J.L.Winter2013. Social media and talent acquisition: Emerging trends and implications. In R.F.Miguel (Chair), The promise and perils of social media data for selection. Symposium presented at the Society for Industrial and Organizational Psychology, Houston.
141. J.F.YatesC.M.JagacinskiM.D.Faber1978. Evaluation of partially described multiattribute options. Organizational Behavior and Human Performance, 21: 240-251.
142. K.ZickuhrM.Madden2012. Older adults and Internet use. Washington, DC: Pew Research Center.