Doxing, political affiliation, and type of information: Effects on suspicion, perceived similarity, and hiring-related judgments.

Researchers have begun to focus on the influence of political affiliation in organizations. In this context, we investigated how doxing (i.e., using social media to post information online with malintent) influences hiring-related decisions. Based on the integration of a political affiliation and state suspicion model, we investigated how a dox containing different types of information (affirming a political party affiliation vs. providing derogatory/negative information about an opposing party) and political party affiliation similarity influenced hiring-related perceptions of job applicants. Given doxing's characteristics, we expanded the "decision space" to include effects about expected organizational image and expected retaliation. In Study 1, we found that the type of information and party similarity influenced suspicion of the applicant and perceived similarity with the applicant, whereas doxing only influenced suspicion. In turn, suspicion and perceived similarity predicted expected task performance and organizational image, and exploratory analyses suggested an interactive effect of these variables. Suspicion also predicted expected retaliation from individuals outside the organization. In Study 2, we confirmed that doxing was related to suspicion as well as the interactive effect of information type and party similarity. We explain that interaction using the notion of symbolic threat. In both studies, the effects of type of information and party similarity were pervasive. Our results support the similarity-attraction paradigm and a model of political affiliation. Expanding relevant theories to include suspicion helps better understand politically related judgments and the additional outcomes of expected organizational image and retaliation. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

How COVID-19 stole Christmas: How the pandemic shifted the calculus around social media Self-Disclosures.

During the COVID-19 pandemic, social media use increased significantly, and news media also reported increased levels of social shaming for behaviors that were now deemed high-risk for spreading or contracting the virus. This study examines how this pandemic-afflicted environment changed what and how individuals disclosed online during the 2020 holiday season. Using data collected at two time periods in December 2020 from Facebook and Instagram users, the data show that social calculus constructs comprise most of the significant predictors for online self-disclosure; evaluation apprehension is also a significant moderator. In a post-hoc analysis with 2019 disclosure data, this study finds that most of the significant predictors of behavior arise from privacy calculus, providing evidence of a shift in the salient predictors of online self-disclosure. The implications of this research to businesses and future research directions are discussed.

Inside out and outside in: How the COVID-19 pandemic affects self-disclosure on social media.

As social distancing and lockdown orders grew more pervasive, individuals increasingly turned to social media for support, entertainment, and connection to others. We posit that global health emergencies - specifically, the COVID-19 pandemic - change how and what individuals self-disclose on social media. We argue that IS research needs to consider how privacy (self-focused) and social (other-focused) calculus have moved some issues outside in (caused by a shift in what is considered socially appropriate) and others inside out (caused by a shift in what information should be shared for the public good). We identify a series of directions for future research that hold potential for furthering our understanding of online self-disclosure and its factors during health emergencies.

Political affiliation and employment screening decisions: The role of similarity and identification processes.

Recent research in political science, along with theory in applied psychology, has suggested that political affiliation may be associated with substantial levels of affect and, thus, might influence employment decision-makers. We designed 2 experiments using social media screening tasks to examine the effects of political affiliation similarity on ratings of hireability. Our findings in both studies suggest that the identification (capturing positive affect) and disidentification (capturing negative affect) of a decision-maker with a job applicant's political affiliation were important variables that influenced perceived similarity. Consistent with the similarity-attraction paradigm, perceived similarity was related to liking and, in turn, liking was related to expected levels of applicant task and organizational citizenship behavior performance. Further, in both studies, political affiliation related variables influenced hireability decisions over and above job-relevant individuating information. Future research should continue to examine political affiliation similarity, particularly in light of its frequent availability to decision-makers (e.g., via social media websites). (PsycInfo Database Record (c) 2020 APA, all rights reserved).

The role of political affiliation in employment decisions: A model and research agenda.

Organizational researchers have studied how individuals identify with groups and organizations and how this affiliation influences behavior for decades (e.g., Tajfel, 1982). Interestingly, investigation into political affiliation and political affiliation similarity in the organizational sciences is extremely rare. This is striking, given the deep political divides that exist between groups of individuals described in the political science literature. We draw from theories based on similarity, organizational identification, and person-environment fit, as well as theoretical notions related to individuating information, to develop a model, the political affiliation model (PAM), which describes the implications of political affiliation and political similarity for employment decisions. We set forth a number of propositions based on PAM, to spur future research in the organizational sciences for a timely topic which has received little attention. (PsycINFO Database Record

Selective attention as a protagonist in contemporary workplace stress: implications for the interruption age.

BACKGROUND AND OBJECTIVES: The ubiquity of instant messages and email notifications in contemporary work environments has opened a Pandora's Box. This box is filled with countless interruptions coming from laptops, smartphones, and other devices, all of which constantly call for employees' attention. In this interruption era, workplace stress is a pervasive problem. To examine this problem, the present study hypothesizes that the three-way interaction among the frequency with which interrupting stimuli appear, their salience, and employees' deficits in inhibiting attentional responses to them impacts mental workload perceptions, ultimately leading to stress. The study, further, probes a related form of self-efficacy as a potential suppressor of interruption-based stress. DESIGN: The study used a 2 (low vs. high frequency) × 2 (low vs. high salience) mixed model design. METHODS: The 128 subjects completed a test of their inhibitory deficits and rated their mental workload perceptions and experiences of stress following a computer-based task. RESULTS: Inhibitory deficits and increased interruption salience can alter the perception of mental workload in contemporary work environments for the worse, but interruption self-efficacy can help offset any resulting interruption-based stress. CONCLUSIONS: This study extends the literatures on work interruptions as well as on stress and coping in the workplace.

An examination of the role of military medical chief information officer.

Although research has described the roles, responsibilities, and skills of effective chief information officers (CIOs) in for-profit organizations, little is known regarding the traits and skills that characterize effective military medical CIOs. This study identifies skills a military medical CIO needs to act as a technology strategist who can successfully identify information technology (IT) innovations and convert those innovations into organizational health IT solutions. We assessed the level of necessary informational, decisional, and interpersonal skills in a cross-sectional survey of 48 military medical CIOs. We also compared military medical CIO characteristics to general CIO characteristics. Our results show that both decisional and interpersonal skills are strongly related to informational skills necessary to convert innovations into organizational IT solutions. Further, decisional skills are strongly related to a CIO's ability to act as a technology strategist. Our study provides implications for research and practice.

Age-sensitive design of online health information: comparative usability study.

BACKGROUND: Older adults' health maintenance may be enhanced by having access to online health information. However, usability issues may prevent older adults from easily accessing such information. Prior research has shown that aging is associated with a unique pattern of cognitive changes, and knowledge of these changes may be used in the design of health websites for older adults. OBJECTIVE: The goal of the current study was to examine whether older adults use of a health information website was affected by an alternative information architecture and access interface (hierarchical versus tag-based). METHODS: Fifty younger adults (aged 18-23) and 50 older adults (aged 60-80) navigated a health information website, which was organized hierarchically or used tags/keywords, to find answers to health-related questions while their performance was tracked. We hypothesized that older adults would perform better in the tag-based health information website because it placed greater demands on abilities that remain intact with aging (verbal ability and vocabulary). RESULTS: The pattern of age-related differences in computer use was consistent with prior research with older adults. We found that older adults had been using computers for less time (F(1,98)= 10.6, P= .002) and used them less often (F(1,98)= 11.3, P= .001) than younger adults. Also consistent with the cognitive aging literature, younger adults had greater spatial visualization and orientation abilities (F(1,98)= 34.6, P< .001 and F(1,98)= 6.8, P= .01) and a larger memory span (F(1,98)= 5.7, P= .02) than older adults, but older adults had greater vocabulary (F(1,98)= 11.4, P= .001). Older adults also took significantly more medications than younger adults (F(1,98)= 57.7, P< .001). In the information search task, older adults performed worse than younger adults (F(1,96)= 18.0, P< .001). However, there was a significant age x condition interaction indicating that while younger adults outperformed older adults in the hierarchical condition (F(1,96)= 25.2, P< .001), there were no significant age-related differences in the tag-based condition, indicating that older adults performed as well as younger adults in this condition. CONCLUSIONS: Access to online health information is increasing in popularity and can lead to a more informed health consumer. However, usability barriers may differentially affect older adults. The results of the current study suggest that the design of health information websites that take into account age-related changes in cognition can enhance older adults' access to such information.

The moderating role of subordinate political skill on supervisors' impressions of subordinate ingratiation and ratings of subordinate interpersonal facilitation.

Nearly 2 decades ago, social influence theorists called for a new stream of research that would investigate why and how influence tactics are effective. The present study proposed that political skill affects the style of execution of influence attempts. It utilized balance theory to explain the moderating effect of employee political skill on the relationships between self- and supervisor-reported ingratiation. Additionally, supervisor reports of subordinate ingratiation were hypothesized to be negatively related to supervisor ratings of subordinate interpersonal facilitation. Results from a combined sample of 2 retail service organizations provided evidence that subordinates with high political skill were less likely than those low in political skill to have their demonstrated ingratiation behavior perceived by targets as a manipulative influence attempt. Also, when subordinates were perceived by their supervisors to engage in more ingratiation behavior, the subordinates were rated lower on interpersonal facilitation. Implications of these findings, limitations, and future research directions are provided.