Social Media in Employee Selection and Recruitment

Richard N. Landers • Gordon B. Schmidt Editors

Social Media in Employee Selection and Recruitment Theory, Practice, and Current Challenges

ISBN 978-3-319-29987-7 ISBN 978-3-319-29989-1 (eBook) DOI 10.1007/978-3-319-29989-1

Library of Congress Control Number: 2016938158

© Springer International Publishing Switzerland 2016 This work is subject to copyright. All rights are reserved by the Publisher, whether the whole or part of the material is concerned, specifi cally the rights of translation, reprinting, reuse of illustrations, recitation, broadcasting, reproduction on microfi lms or in any other physical way, and transmission or information storage and retrieval, electronic adaptation, computer software, or by similar or dissimilar methodology now known or hereafter developed. The use of general descriptive names, registered names, trademarks, service marks, etc. in this publication does not imply, even in the absence of a specifi c statement, that such names are exempt from the relevant protective laws and regulations and therefore free for general use. The publisher, the authors and the editors are safe to assume that the advice and information in this book are believed to be true and accurate at the date of publication. Neither the publisher nor the authors or the editors give a warranty, express or implied, with respect to the material contained herein or for any errors or omissions that may have been made.

Printed on acid-free paper

This Springer imprint is published by Springer Nature The registered company is Springer International Publishing AG Switzerland

Editors Richard N. Landers Department of Psychology Old Dominion University Norfolk , VA , USA

Gordon B. Schmidt Division of Organizational Leadership

and Supervision Indiana University-Purdue University

Fort Wayne Fort Wayne , IN , USA

I dedicate this book to Owen, who will probably fi nd it delicious.

—Richard Landers

This book is dedicated to my wife and our family of Wiegands, Smiths, and Schmidts; especially my mother, Priscilla; sister, Brenda; and the memory of my father, Eugene.

—Gordon Schmidt

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Part I Introduction

1 Social Media in Employee Selection and Recruitment: An Overview ............................................................................................ 3 Richard N. Landers and Gordon B. Schmidt

Part II Current Applications

2 Social Media as a Personnel Selection and Hiring Resource: Reservations and Recommendations ..................................................... 15 H. Kristl Davison , Mark N. Bing , Donald H. Kluemper , and Philip L. Roth

3 Theoretical Propositions About Cybervetting: A Common Antecedents Model ............................................................. 43 Julia L. Berger and Michael J. Zickar

4 An Uncertainty Reduction Approach to Applicant Information-Seeking in Social Media: Effects on Attributions and Hiring ................................................................................................ 59 Caleb T. Carr

5 Social Media Use: Antecedents and Outcomes of Sharing .................. 79 Nathan Weidner , Kimberly E. O’Brien , and Kevin T. Wynne

6 Game-Thinking Within Social Media to Recruit and Select Job Candidates ...................................................................... 103 Andrew B. Collmus , Michael B. Armstrong , and Richard N. Landers

Contents

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Part III Practical Guidelines

7 Social Media, Big Data, and Employment Decisions: Mo’ Data, Mo’ Problems? ...................................................................... 127 Sarah Guilfoyle , Shawn M. Bergman , Christopher Hartwell , and Jonathan Powers

8 Comparing the Social Media in the United States and BRIC Nations, and the Challenges Faced in International Selection ....................................................................... 157 Brandon Shields and Julia Levashina

9 Social Media and Employee Recruitment: Chasing the Run Away Bandwagon ...................................................... 175 Yalcin Acikgoz and Shawn M. Bergman

10 How to Stay Current in Social Media to Be Competitive in Recruitment and Selection ................................................................. 197 Stephanie L. Black , Montressa L. Washington , and Gordon B. Schmidt

Part IV Challenges and Limitations

11 Impression Management and Social Media Profiles ............................ 223 Nicolas Roulin and Julia Levashina

12 Applicant Reactions to Social Media in Selection: Early Returns and Future Directions .................................................... 249 J. William Stoughton

13 Legal Concerns When Considering Social Media Data in Selection ...................................................................................... 265 Gordon B. Schmidt and Kimberly W. O’Connor

14 Online Exclusion: Biases That May Arise When Using Social Media in Talent Acquisition ................................................................... 289 Enrica N. Ruggs , Sarah Singletary Walker , Anita Blanchard , and Shahar Gur

15 Is John Smith Really John Smith? Misrepresentations and Misattributions of Candidates Using Social Media and Social Networking Sites ................................................................... 307 Noelle B. Frantz , Elizabeth S. Pears , E. Daly Vaughn , Jared Z. Ferrell , and Nikki M. Dudley

Contents

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Part V Future Directions

16 Social Media in Employee Selection and Recruitment: Current Knowledge, Unanswered Questions, and Future Directions ............................................................................. 343 Richard N. Landers and Gordon B. Schmidt

Index ................................................................................................................. 369

Contents

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Editors and Contributors

About the Editors

Richard N. Landers , Ph.D. is an Associate Professor of Industrial/Organizational Psychology at Old Dominion University, where he has worked since earn-ing his Ph.D. at the University of Minnesota. His research program focuses upon improving the use of Internet technologies in talent management, especially the measurement of knowledge, skills and abilities, the selection of employees using innovative technologies, and learning conducted via the Internet. Recent topics have included big data, unproctored Internet-based testing, mobile devices including smartphones and tab-lets, immersive 3D virtual environments and virtual reality, game- based learning, game-based assessment,

gamifi cation, and social media and online communities. His research and writing has been featured in Forbes , Business Insider , Science News Daily , Popular Science , Maclean ’ s , and Chronicle of Higher Education , among others. He currently serves as Associate Editor of Computers in Human Behavior, Simulation & Gaming, and the International Journal of Gaming and Computer - Mediated Simulations as well as the editorial board of Technology , Knowledge and Learning . He was Old Dominion University’s 2014 and 2015 nominee for the State Council for Higher Education in Virginia Rising Star Outstanding Faculty Award. He is also an author of a statistics textbook, A Step - by - Step Introduction to Statistics for Business . Finally, he maintains a science-popularization blog spreading news about technol-ogy, business, and psychology at http://neoacademic.com .

Richard N. Landers, Ph.D., Department of Psychology, Old Dominion University , Norfolk , VA , USA

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Gordon B. Schmidt , Ph.D. is an Assistant Professor of Organizational Leadership & Supervision at Indiana University-Purdue University Fort Wayne. He received his Ph.D. in Organizational Psychology from Michigan State University in 2012. His primary research inter-ests relate to how social media can signifi cantly impact the worker-organization relationship. Recent work has looked at legal aspects of employment terminations due to worker social media behavior. He has examined the use of compensated crowdsourcing sites, such as Amazon Mechanical Turk, by organizations. He has also examined how social media can play a part in vir-tual leadership and virtual team behavior. He has an

upcoming book chapter on how social media can be a medium for organizational politics. He is well connected with the fi eld of I/O Psychology through social media, being a top 10 contributor on the I/O Psychologist social media site My.SIOP, a moderator of the I/O Psychology subreddit, and running a Twitter account devoted to disseminating knowledge on psychology, management, higher education, and technology ( http://www.twitter.com/iopsychology ).

Gordon B. Schmidt, Ph.D., Division of Organizational Leadership and Supervi-sion , Indiana University- Purdue University Fort Wayne , Fort Wayne , IN , USA

Editors and Contributors

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Contributors

Yalcin Acikgoz , M.A. has received his M.A. in Industrial/Organizational Psychology and Human Resource Management in Appalachian State University. Currently pursuing his Ph.D. in Middle East Technical University, Mr. Acikgoz’s research focuses on using social media for employee recruit-ment and applicant withdrawal from the job applica-tion process. Mr. Acikgoz also works as a workforce analyst in a public sector organization in Turkey.

Yalcin Acikgoz, M.A., Department of Psychology , Middle East Technical University , Cankaya , Ankara , Turkey

Michael B. Armstrong , M.S. is a doctoral student studying industrial- organizational psychology at Old Dominion University. He received his Bachelor of Arts degree in psychology from Western Kentucky University in 2013 and his Master of Science degree in industrial-organizational psychology from Old Dominion University in 2015. Michael’s research focuses on the use of the Internet and technology to enhance organizational training, assessment, employee selection, and workplace motivation. He has co-authored and published several journal articles and book chapters on the use of gamifi cation and games to improve outcomes in the workplace.

Michael B. Armstrong, M.S., Department of Psychology, Old Dominion University , Norfolk , VA , USA

Julia L. Berger , Ph.D. is an industrial-organizational psychologist currently working in one of the largest nonprofi t healthcare organizations in the Midwest. Her primary research interests involve personnel selection, psychometrics, and attitudes, such as employee engagement and satisfaction. She has presented her research at international and regional conferences.

Julia L. Berger, Ph.D., Human Resources—Organizational Development, ProMedica , Toledo , OH , USA

Editors and Contributors

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Shawn M. Bergman , Ph.D. is the founding Director of the Offi ce of Research Consultation, Director of the HR and Analytics Research Lab, and Associate Director for the Center for Analytics Research and Education at Appalachian State University and the President of B&F Consulting. His research focuses on using social media and analytics to meet organizational objectives, legal issues surrounding the use of social media for employment decisions, and applying analyt-ics to human resources. He has served on multiple pan-els at national conferences discussing the use of social media in organizational settings.

Shawn M. Bergman, Ph.D., Department of Psychology , Appalachian State University , Boone , NC , USA

Mark N. Bing , Ph.D. is an Associate Professor of Management at the University of Mississippi. From 2001 to 2005, he served as the US Navy’s SUBSCREEN Principal Investigator. His research interests include personnel selection, personality measurement, test fak-ing, CWBs, and research methods. He has served on various journal editorial boards, such as the Journal of Applied Psychology and Organizational Research Methods . His work has been published in journals such as the Journal of Applied Psychology , Organizational Behavior and Human Decision Processes , Journal of Management , and Organizational Research Methods . He is a fellow of SIOP and the APA.

Mark N. Bing, Ph.D., Department of Management , School of Business Administration, University of Mississippi , University , MS , USA

Editors and Contributors

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Stephanie L. Black , M.B.A. has experience working with corporations in various executive positions and as an owner of various businesses. Her academic back-ground started at Southern Methodist University with a B.A. in Foreign Languages and Ibero-American stud-ies. She then received an M.I.M./M.B.A. from the American Graduate School of International Business. Presently, she is fi nishing her Ph.D. in Management at the University of Texas at San Antonio, and she holds a dual appointment in the Department of Management at the University at Albany in entrepreneurship and in the Department of Life Sciences for the commercial-ization of technology. In this role, she enjoys working

with students preparing them to be better global minded business leaders and researching in the use of technology in the workforce, minority entrepreneurship, sustainability, and small business development. She is also active within the busi-ness community, where she strives to help small businesses to become more innova-tive, entrepreneurial, and profi table.

Stephanie L. Black Department of Management , School of Business, University at Albany , Albany , NY , USA

Anita Blanchard , Ph.D. is an Associate Professor of Psychology and Organization Science at the University of North Carolina at Charlotte. Dr. Blanchard studies how information and communication technology affects communities and organizations as well as the people within them, including the health and function-ing of the people, their organizations, and their com-munities. She is particularly interested in the feelings of community that develop in online groups. Her new research interest includes feelings of groupness online, particularly the social and technological components that affect communication partners’ feelings of entita-tivity in traditional computer communication and new social media.

Anita Blanchard, Ph.D., Department of Psychology , University of North Carolina at Charlotte , Charlotte , NC , USA

Editors and Contributors

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Caleb T. Carr , Ph.D. (Ph.D., Michigan State University) conducts research addressing how new media alter communicative processes, including how social media are used for organizational uncertainty reduction, in group collaborations, and to create and maintain identity online. He is currently an Assistant Professor of Communication at Illinois State University.

Caleb T. Carr, Ph.D., School of Communication, Illinois State University , Normal , IL , USA

Andrew B. Collmus is a Ph.D. student in the Industrial-Organizational Psychology program at Old Dominion University. He holds a Bachelor of Science degree in psychology with an I/O concentration that he earned at Colorado State University. Andrew’s research focuses on assessment and technology. He is a student member of SIOP, APA, SHRM, and APS.

Andrew B. Collmus Department of Psychology, Old Dominion University , Norfolk , VA , USA

H. Kristl Davison , Ph.D. is an Instructor of Management at the University of Memphis. Her research interests include employment discrimination, gender and diver-sity issues, organizational justice and ethics, counterpro-ductive workplace behavior, applicant faking, and personnel selection. She has published her research in journals such as Journal of Applied Psychology , Organizational Behavior and Human Decision Processes , Personnel Psychology , Journal of Vocational Behavior , Organizational Research Methods , and Journal of Business and Psychology . She has served on the Editorial Board of Organizational Research Methods and chaired the Awards Committee for the Society for Industrial and Organizational Psychology (SIOP).

H. Kristl Davison, Ph.D., Department of Management, Fogelman College of Business & Economics , University of Memphis , Memphis , TN , USA

Editors and Contributors

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Nikki M. Dudley , Ph.D. (Ph.D., George Mason University) is a Director and Partner at Shaker. She has worked with numerous Fortune 100 clients, managing large-scale projects to create cutting edge mobile and web-based assessment solutions used in the USA and internationally. Current research interests include inno-vative measurement methodologies for knowledge, skills, and personality, job simulations, and applicant reactions, and she has multiple publications on these topics. She has also received the Edwin A. Fleishman Award for her research on knowledge and skill mea-surement and the G. Klopfer Award for distinguished contribution to the literature in personality.

Nikki M. Dudley, Ph.D., SHAKER, Beachwood , OH , USA

Jared Z. Ferrell , M.A. is the Research and Development Team Lead at Shaker and is currently a Ph.D. candidate in Industrial-Organizational Psychology program at the University of Akron. He earned his M.A. in Industrial-Organizational Psychology from the University of Akron in 2011. Jared has been involved in the development and valida-tion of numerous pre-hire assessments across a wide variety of industries and roles. He has also presented at numerous professional conferences and published in peer-reviewed journals, as well as books on personnel selection. His research interests include applicant reac-tions to assessments, social networking websites, and legal issues pertaining to personnel selection.

Jared Z. Ferrell, M.A., SHAKER, Beachwood , OH , USA

Editors and Contributors

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Noelle B. Frantz , M.A. studied Industrial-Organizational Psychology at the University of Akron where she earned a master’s degree and is currently completing her dissertation, the last requirement for earning a Ph.D. In her time at Shaker, Noelle has served both researcher and consultant roles. With a back-ground in engineering coursework and research, Noelle brings a different perspective to the development of science-based solutions designed to meet clients’ selec-tion and assessment needs. Her research interests include assessment through science and innovation, targeted selection, performance management, and the use of technology to enhance business management.

Noelle B. Frantz, M.A., SHAKER, Beachwood , OH , USA

Sarah Guilfoyle , M.A. is a graduate of the Industrial-Organizational Psychology and Human Resource Management (IOHRM) master’s program at Appalachian State University. While working toward her degree, Sarah was an active member of the Society for Human Resource Management (SHRM) and worked to build the Center for Analytics Research and Education (CARE) at Appalachian State University. She also presented on big data and social media at a local Industrial- Organizational Psychology confer-ence. Sarah is currently pursuing an M.B.A. at Appalachian State University.

Sarah Guilfoyle, M.A., Department of Psychology , Appalachian State University , Boone , NC , USA

Shahar Gur is a Ph.D. student in Organizational Science at the University of North Carolina at Charlotte. She holds a bachelor’s degree in psychology from UNC Chapel Hill. Her research focuses on prosocial behaviors and group interactions.

Shahar Gur Organizational Science, University of North Carolina at Charlotte , Charlotte , NC , USA

Editors and Contributors

xix

Christopher Hartwell , Ph.D. is an Assistant Professor in the management department of the Jon M. Huntsman School of Business at Utah State University. He received his Ph.D. in Organizational Behavior and Human Resource Management from Purdue University. His research interests include employee selection, perfor-mance management, social media in the workplace, and leadership. Chris also has more than 8 years of profes-sional work experience in the fi eld of human resources, including recruiting, selection, performance manage-ment, compensation and benefi ts administration, and employee training and development. He is a certifi ed HR professional through both the Society for Human Resource Management and the HR Certifi cation Institute.

Christopher Hartwell, Ph.D., Management Department , Jon M. Huntsman School of Business, Utah State University , Logan , UT , USA

Donald H. Kluemper , Ph.D. is an Assistant Professor of Management and Director of the Institute for Leadership Excellence and Development (iLEAD) at the University of Illinois at Chicago. Don’s research centers around the topics of individual differences, workplace mistreatment, and leadership. His work has been published in outlets such as the Journal of Applied Psychology , Journal of Management , Personnel Psychology , Organizational Behavior and Human Decision Processes , Journal of Organizational Behavior , and Leadership Quarterly . In addition, some of Don’s research on social networking websites has been featured in media outlets such as the Wall Street Journal , Time Magazine , and National Public Radio.

Donald H. Kluemper, Ph.D., Department of Managerial Studies , University of Illinois–Chicago , Chicago , IL , USA

Editors and Contributors

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Julia Levashina , Ph.D. is an Associate Professor at Kent State University. She is teaching and conducting research across a range of areas in human resource management. She has conducted empirical research on faking and faking detection in structured employment interviews, the use of the response elaboration tech-nique and bogus items to detect and decrease faking in biodata measures, and the use of blatant extreme responding and unlikely virtue scales in personality tests. She has published her research in management and psychology journals including the Journal of Applied Psychology , Personnel Psychology , and International Journal of Selection and Assessment .

Julia Levashina, Ph.D., College of Business Administration, Kent State University , Kent , OH , USA

Kimberly E. O’Brien , Ph.D. is an assistant professor of psychology at Central Michigan University. Her research on social media has mainly focused on the negative outcomes of social networking misuse. Her research program, more broadly, includes organiza-tional citizenship behavior, counterproductive behav-ior, and job stress. She considers herself a champion for using appropriate statistical analyses and has given workshops on moderated mediation, item response theory, and relative weight analysis. She received her Ph.D. in industrial/organizational psychology from the University of South Florida in 2008.

Kimberly E. O’Brien, Ph.D., Department of Psychology , Central Michigan University , Mount Pleasant , MI , USA

Kimberly W. O’Connor is a licensed Indiana attorney and a professor in the Department of Organizational Leadership and Supervision at Indiana University-Purdue University Fort Wayne. Her research areas include employment law, Internet law, and corporate social responsibility.

Kimberly W. O’Connor, Division of Organizational Leadership and Supervision , Indiana University-Purdue University Fort Wayne , Fort Wayne , IN , USA

Editors and Contributors

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Elizabeth S. Pears , M.A. is an Industrial-Organizational Psychology Ph.D. candidate at the University of Akron. She received her bachelor’s degree in psychology from Washington and Lee University and her master’s degree in Industrial-Organizational Psychology from the University of Akron. Elizabeth has been with Shaker since August 2014. Her research interests include performance man-agement, coaching, selection, and assessments.

Elizabeth S. Pears, M.A., SHAKER, Beachwood , OH , USA

Jonathan Powers , M.A. is a second-year graduate stu-dent in the Industrial/Organizational Psychology and Human Resource Management program at Appalachian State University. Jonathan is an active member of the Society for Human Resource Management, is a project leader in the HR and Analytics Research Lab, and has worked with the Center for Analytics Research and Education at Appalachian State University. He has authored publications proposing the utility of text ana-lytics in educational interventions targeting underprivi-leged high-school students and is currently working on the research examining the incremental validity of using text analytics from data gathered from social media to predict job performance.

Jonathan Powers, M.A., Department of Psychology , Appalachian State University , Boone , NC , USA

Philip L. Roth , Ph.D. is a professor of management at Clemson University. Phil’s research interests involve employee selection, including the use of social media in employee selection. His methodological interests center on meta-analysis. His work appears in the Journal of Applied Psychology , Personnel Psychology , Journal of Management , etc. He is a fellow of SIOP and the APS. He has served as chair of the Research Methods Division of the Academy of Management and currently serves as member at large for the Human Resources Division of the Academy. His Ph.D. is from the University of Houston.

Philip L. Roth, Ph.D., Department of Management , College of Business , Clemson University, Clemson , SC , USA

Editors and Contributors

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Nicolas Roulin , Ph.D. is an Assistant Professor of Human Resources Management in the Asper School of Business, University of Manitoba. His research inter-ests are organized around the interactions, strategies, and behaviors of job market actors, especially during the selection process. For instance, he investigates the use and detection of impression management and fak-ing tactics during the employment interviews, appli-cants’ strategies when entering competitive job markets, and the use of social networking websites as selection instruments. His research has been published in journals including the Journal of Applied Psychology , Personnel Psychology , or International Journal of Selection and Assessment .

Nicolas Roulin, Ph.D., Asper School of Business, University of Manitoba , Winnipeg , MB , Canada

Enrica N. Ruggs , Ph.D. is an Assistant Professor of Psychology and Organizational Science at the University of North Carolina at Charlotte. She received her Ph.D. in Industrial-Organizational (I-O) Psychology from Rice University. Dr. Ruggs examines diversity, inclusion, and discrimination in organiza-tions. Her research focuses on understanding the mani-festations, consequences, and reduction of workplace discrimination. Dr. Ruggs is particularly interested in factors that infl uence discriminatory behavior and the magnitude of infl uence of interpersonal discrimination on organizations.

Enrica N. Ruggs, Ph.D., Department of Psychology , University of North Carolina at Charlotte , Charlotte , NC , USA

Editors and Contributors

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Brandon Shields received his B.A. in Economics and is working toward his M.B.A. at Kent State University, where he is spending his second year in France at the ESC Rennes School of Business on exchange. As a result of his concentration in human resources, his research interests include international selection, social media as a tool for hiring, and applicant deception.

Brandon Shields College of Business Adminis tration , Kent State University , Kent , OH , USA

J. William Stoughton , Ph.D. is a Principal Client Advisor at SHL Talent Measurement of CEB. His pri-mary responsibility is advising CEB’s new and pro-spective customers on talent measurement best practice during the sales process, providing: needs diagnosis, proposal recommendations, and presentations on assessment technical elements. He continues to main-tain an active research program on the intersection of social networking and personnel selection. Will’s research has been featured in popular media outlets such as Fortune , Ars Technica, Slate , Time , NBC Radio News, Scientifi c American , and National Public Radio. Will earned his Ph.D. in Industrial-Organizational Psychology from North Carolina State University.

J. William Stoughton, Ph.D., CEB, SHL Talent Measurement, Minneapolis , MN , USA

E. Daly Vaughn , Ph.D. is a Senior Associate at Shaker. He holds a Ph.D. from Auburn University and has developed and implemented innovative, custom, web- and mobile-based measures including measures of cognitive ability, situational judgment, biodata, quali-tative responses, personality, and work simulations for a variety of Fortune 500 clients across a broad range of industries. His research interests include studying where innovative technology intersects with traditional human resource functions, including gamifi cation, implicit attitude measurement, legal challenges intro-duced by new technology, and the use of social media within a recruitment and selection context.

E. Daly Vaughn, Ph.D., SHAKER, Beachwood , OH , USA

Editors and Contributors

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Sarah Singletary Walker , Ph.D. obtained a doctorate degree in Industrial-Organizational Psychology from Rice University. She is an Associate Professor at the University of Houston-Downtown. Dr. Walker’s train-ing in industrial organizational psychology provides her specifi c expertise in diversity, recruitment, selection, training, testing, and measurement. Her research inter-ests include diversity, discrimination remediation, lead-ership, employee selection, and other areas related to human resource management. Her research has been published in the Journal of Applied Psychology . She is a reviewer for journals and also consults on applied proj-ects related to recruitment, selection, and performance appraisal for both public and private companies.

Sarah Singletary Walker, Ph.D., Department of Management and Marketing , University of Houston-Downtown , Houston , TX , USA

Montressa L. Washington , Ph.D. has over 20 years of management consulting experience with Fortune 100 companies. She is a management consulting vet-eran with expertise in human capital management, change integration, technology assimilation, and busi-ness transformation. Montressa’s research interests include strategic human resources, technology, innova-tion, and organizational behavior. Montressa has taught at schools of business for Villanova University, Morgan State University, and Johns Hopkins Carey Business School. Montressa’s academic history—Ph.D., Case

Western Reserve University—Weatherhead School of Management, MBA International Business and Marketing—Johns Hopkins University and BA English—University of Maryland College Park.

Montressa L. Washington, Ph.D., Weatherhead School of Management, Case Western Reserve University , Cleveland , OH , USA

Editors and Contributors

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Nathan Weidner , Ph.D. currently works as an assis-tant professor at Missouri S&T. He received his Ph.D. in Industrial-Organizational Psychology from Wayne State University in 2012. His research broadly focuses on the impacts of technology on organizational func-tioning with an emphasis on the impacts of social media in particular. He also studies how implicit theo-ries of leadership and motivation can infl uence attribu-tions made about leader behaviors and the workplace in general. He is a passionate teacher that loves to incorporate new technology into his classes and is experienced in teaching a variety of courses at both the undergraduate and master’s levels.

Nathan Weidner, Ph.D., Department of Psychological Science , Missouri S&T , Rolla , MO , USA

Kevin T. Wynne , M.S. is a doctoral candidate in the industrial/organizational psychology Ph.D. program at Wayne State University. Kevin graduated cum laude with a B.A. in Psychology from the Ohio State University. He also holds an M.S. in Management from Mays Business School at Texas A&M University. Kevin has both internal and external consulting experi-ence but is currently conducting basic and applied research on the Human Insight and Trust team at the US Air Force Research Laboratory. His research inter-ests fall into three primary domains: (a) trust in auton-omy, (b) work-life integration, and (c) social media and the workplace.

Kevin T. Wynne, M.S., Department of Psychology , Wayne State University , Detroit , MI , USA

Editors and Contributors

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Michael J. Zickar , Ph.D. is Professor of Psychology and Department Chair at Bowling Green State University. He has published widely in the areas of psychometrics, personnel selection, and the history of applied psychology. He is on the editorial boards of Journal of Applied Psychology , Organizational Research Methods , Journal of Management , and Journal of Business and Psychology . He is a Fellow of the Society for Industrial-Organizational Psychology.

Michael J. Zickar, Ph.D., Department of Psychology , Bowling Green State University , Bowling Green , ON , USA

Editors and Contributors