Tom Sander

A concept to measure social capital in social network sites

This paper describes a concept to measure social capital. The concept needs dimensions and illustrative factors to explain the existence of social capital in social network sites. This paper describes the dimensions and factors to measure social capital. The objective of this paper is to demonstrate a way to describe social capital. The description of social capital supports the measurement and gives the scientific world the opportunity to identify and to attest social capital in social network sites. The value of the paper is the concept to measure social capital with a questionnaire and gives the opportunity to identify social capital in networks with many participants.

Determining the indicators of social capital theory to social network sites

The authors theoretical research provided a framework to define and measure social capital in social network sites. This paper determining with a qualitative method the theoretical dimensions of this framework. The result of this paper is the explanation of social capital theory in social network sites under the consideration of the identified indicators. The sample for this case is students, and the research needs further confirmation by other samples and methods. But this paper gives a first interesting insight in social network sites explained with the social capital theory and provides a first guidance for further research projects.

Use of Social Network Site´s Profile for the Employment Seeking Process

This paper investigates the use of social network site´s profile to present individuals to potential employers. Prestige is an important issue of social capital theory, social network sites members present their knowledge and skills to other members to have a benefit. The results of the survey of 440 people about their behaviour for the employment seeking process on social network sites are presented. The paper provides the analysis of reasons to present themselves in social network sites and defines the risks for organisations who use social network site´s profile to evaluate candidates. The purpose of the paper is to evaluate and explain the behaviour of individuals on social network sites for the employment seeking process and to test if the theoretical mechanism of the social capital theory can explain the operation of social network sites.

Your social network profile reveals you

Purpose This study aims to evaluate the fears of individuals on their profiles’ sharing in social network sites (SNSs), regarding its advantages and disadvantages. The researched issues are related with the employment seeking process. The concern of this study is the deviation observation between the fears acquired by the business and private social media members. Design/methodology/approach This study included an online survey with 236 respondents and calculated indicators of central tendency or location parameter, correlation coefficients and performed analysis of variance. Findings The result indicated and revealed the hidden danger and opportunities among social network members’ profile. This result addressed the need to consider the issue of user’s fears in reengineering the practical use of SNSs by organisations. Research limitations/implications Interesting for further research would be to transfer this research from the employment seeking process in other research fields to generalise the results more accurately. Originality/value The contribution to the research field is to compare different SNSs and to explain the reasons to use SNS profiles to support organisations by their decisions for a valuable strategy. This study provides an insight in use and behaviour of SNS members that support researchers to understand the behaviour of SNS members regarding their profile under consideration of the employment seeking process.

Successful Creation and Communication of Human Resources Strategies in Germany

Human resources strategy is very important for companies and need to be accepted by the employees. The human resources strategy is responsible for the success of the company. This paper investigates the opportunities to involve employees in the human resources strategy creation and to communicate the human resources strategies via different communication channels. The paper compares the different opportunities to present the human resources strategy e.g. online based and offline based channels and compares by the different options to involve employees in the creation of human resources strategy.

Differences in the Exchange of Contents of Different Countries in Social Network Sites

Theglobaltoolsocialnetworksites(SNSs)dependonlocalissues.ThepapercomparesLatvia(LV), Hungary(HU),UnitedKingdom(UK)andGermany(GER)toidentifysimilaritiesanddifferences inthekindofcontentwhichisforwardedtoprivateSNSs.Theresearchevaluatesiftheglobaltool SNSsdependonlocalissuese.g.thecountryoforiginofthemember.Theinfluenceofthecultural backgroundontheintensitytoexchangeinformationisexploredinthepaper.Theresearchhasbeen doneviaasurvey,surveydatawereanalysedwithindicatorsdescriptivestatistics,ANOVAtotestthe differencebetweenthecountriesandcorrelationanalysistoanalysecorrelationbetweenfactorsof socialcapitalandthekindofcontentpublishedinSNSs.FurtherthepaperusesWarpPLSasamethod toestimatetheinfluenceoftheuseofSNSsontheexchangeofcontenttoinvestigateresultsinthe analysedcountriesandSNSsdeeper.Thetestedstatementinthepaperisthatthereexistdifferences incontentofSNSandmutuality’sbetweenanalysedcountries.Theresultof theresearch is that therearedifferencesintheuseofSNSandcontentofSNSbetweentheanalysedcountries.Itisnot possibletotransfercommunicationstrategiesormarketingstrategieswhicharesuccessfulinone countrytoanothercountrybecausethedifferencesbetweenthecountriesareimmense.Especially bigdifferencesonanalysedaspectsarebetweenGermany,theUKandthenewEuropeanUnion(EU) membercountries-LatviaandHungary.

The Trust of the Information from Employer Rating Platforms

Employerratingplatformsareanimportantsourceofinformationforpotentialcandidatestocollect andprovideinformationabouttheemployer.Theinformationisbeneficialanddifferenttoofficial company information.The research investigates the reasons touseemployer ratingplatformsby individuals.Trustisimportantfortheexchangeofinformationanduseofemployerratingplatforms. Theanalysisofempiricaldataobtainedinsurveyhasbeendonewithindicatorsofcentraltendencyor location.ForempiricaldataanalysisitusedANOVA,t-testandSpearmancorrelationcoefficientto investigatethesignificanceofdifferencesinevaluationsbetweendemographicgroups.Theresearch hasbeendonebyasurveyof514participantswhoarelivinginGermany.Theresearchprovidesthe resultthattheuseofemployerratingplatformsdependsondemographicfactors.Themainresultis thatpeopletrustemployerratingplatforms.Theyareawarethattheycanbemanipulatedwiththe informationatemployerratingplatforms. KEyWoRdS Employer Rating Platforms, Human Resources Management, Social Capital, Social Networks

Revealing Employer’s Name in Social Networks

Abstract The research investigates the question of the importance of mentioning the name of the employer in online and offline social networks. The exchange of information is an important part of social networks and social capital theory. Companies can use the networks of their employees to recruit new hires and to check habits and interests of likely new employees. To do that, the employee has to mention the name of the company in these social networks. The paper compares different real social networks used by family and friends and private and business social network sites (SNSs) as online social networks and compares the differences between men and women. The empirical research has been done by a survey. The survey data are analysed using the main indicators of descriptive statistics, frequency, t-test and cross tables. The results of the research reveal that real social networks are more accepted than virtual social networks. The difference in use of social networks between genders is confirmed.

A RELIABLE METHOD TO ANALYSE SOCIAL NETWORK SITES WITH INTERVIEWS

Cancer in general in Albania is an increasing problem and cervical cancer is the third most common gynecologic cancer among all women. Refer to European Code Against cancer an important action for women to help to prevent cervical cancer is to take part in organised cancer screening programmes. The study aims to identify in women health beliefs about cervical cancer. This is a transversal and analytical study with a sample of 210 healthy women from Vlora city with different socio-economic and educational levels. A selfadministered questionnaire that assesses the health beliefs components about cervical cancer was the data collection instrument. The results highlighted low risk perception relative to cervical cancer. Most of women believe that cervical cancer as dangerous as all the other cancers and uncertainties about the chances to recover from it exist among them. Misunderstandings and high sensitivity relate to cervical screening. Relationship between perceived benefits, emotional, economic barriers and Pap test uptake was found. Large numbers of women never screened. The results indicated that to improve the womens attitudes to health, to encourage adherence to cervical screening and to avoid misconceptions due to lack of information conversations with health operators and the designing of effective prevention strategies based on health beliefs are fundamental.