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Cybervetting – applicant and organisational views.
Please provide the answer from the following readings:
Arthur, W., Glaze, R. M., Villado, A. J., & Taylor, J. E. (2010). The magnitude and extent of cheating and response distortion effects on unproctored Internet-based tests of cognitive ability and personality. International Journal of Selection and Assessment, 18, 1-16.
Bauer, T. N., Truxillo, D. M., Tucker, J., Weathers, V., Bertolino, M., Erdogan, B., & Campion, M. A. (2006).
Selection in the information age: The impact of privacy concerns and computer experience on applicant reactions. Journal of Management, 32, 601-621.
Schroeder, A. N., & Cavanaugh, J. M. (2018). Fake it’til you make it: Examining faking ability on social media pages. Computers in Human Behavior, 84, 29-35.
Berkelaar, B.L. (2014). Cybervetting, online information, and personnel selection: New transparency expectations and the emergence of a digital social contract. Management Communication Quarterly, 28 (4), 479-506