The hunt for red flags: cybervetting as morally performative practice
The hunt for red flags: cybervetting as morally performative practice
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寻找危险信号：网络审查作为道德行为实践
DOI：
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发表时间：
2021
期刊：
影响因子：
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通讯作者：
Scott T. Grether
中科院分区：
文献类型：
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作者：
S. McDonald;Amanda K. Damarin;Hannah McQueen;Scott T. Grether
网络审查指的是通过评估从网络搜索和社交媒体上收集的信息来筛选求职者。相对而言，人们对组织参与者如何在招聘决策中使用这种做法知之甚少。对61位人力资源（HR）专业人士的采访显示，他们进行网络审查是为了最大限度地降低招聘风险和最大化组织契合度。他们的判断深深植根于对求职者道德品质的评估，以及道德品质对职场互动的影响。因为它涉及塑造劳动力市场行为和结果的道德标准的构建，我们将网络审查描述为一种道德行为实践。人力资源专业人士表达了对网络审查的热情，但也对隐私、偏见和公平表示担忧。重要的是，网络审查的做法和政策在不同类型的组织之间存在很大差异。这些发现加深了我们对组织参与者如何定义和规范道德行为以及他们的行为如何受到市场制度的调节的理解。
Cybervetting refers to screening job candidates by evaluating information collected from internet searches and social media profiles. Relatively little is known about how organizational actors use this practice in hiring decisions. Interviews with 61 human resource (HR) professionals reveal that they cybervet in order to minimize hiring risks and maximize organizational fit. Their judgments are deeply rooted in assessments of job candidates’ moral character and how it might affect workplace interactions. Because it involves the construction of moral criteria that shape labor market actions and outcomes, we describe cybervetting as a morally performative practice. HR professionals express enthusiasm for cybervetting, but also concerns about privacy, bias and fairness. Importantly, cybervetting practices and policies vary substantially across different types of organizations. These findings deepen our understanding of how organizational actors define and regulate moral behavior and how their actions are moderated by market institutions.