Nhận thức facebook như một công cụ tìm việc và duy trì hình ảnh online theo định hướng nghề nghiệp

ỦY BAN NHÂN DÂN THÀNH ĐỒN TP HỒ CHÍ MINH THÀNH PHỐ HỒ CHÍ MINH TRUNG TÂM PHÁT TRIỂN SỞ KHOA HỌC VÀ CÔNG NGHỆ KHOA HỌC VÀ CÔNG NGHỆ TRẺ CHƯƠNG TRÌNH KHOA HỌC VÀ CƠNG NGHỆ CẤP THÀNH PHỐ BÁO CÁO TỔNG HỢP KẾT QUẢ NHIỆM VỤ NGHIÊN CỨU KHOA HỌC VÀ CÔNG NGHỆ (NHẬN THỨC FACEBOOK NHƯ MỘT CƠNG CỤ TÌM VIỆC VÀ DUY TRÌ HÌNH ẢNH ONLINE THEO ĐỊNH HƯỚNG NGHỀ NGHIỆP) Cơ quan chủ trì nhiệm vụ: Trung tâm Phát triển Khoa học Công nghệ Trẻ Chủ nhiệm nhiệm vụ: TS Tô Anh Thơ Thành phố Hồ Chí Minh - 2022 ỦY BAN NHÂN DÂN THÀNH ĐỒN TP HỒ CHÍ MINH THÀNH PHỐ HỒ CHÍ MINH TRUNG TÂM PHÁT TRIỂN SỞ KHOA HỌC VÀ CƠNG NGHỆ KHOA HỌC VÀ CƠNG NGHỆ TRẺ CHƯƠNG TRÌNH KHOA HỌC VÀ CÔNG NGHỆ CẤP THÀNH PHỐ BÁO CÁO TỔNG HỢP KẾT QUẢ NHIỆM VỤ NGHIÊN CỨU KHOA HỌC VÀ CÔNG NGHỆ (NHẬN THỨC FACEBOOK NHƯ MỘT CÔNG CỤ TÌM VIỆC VÀ DUY TRÌ HÌNH ẢNH ONLINE THEO ĐỊNH HƯỚNG NGHỀ NGHIỆP) (Đã chỉnh sửa theo kết luận Hội đồng nghiệm thu ngày ) Chủ nhiệm nhiệm vụ: Chủ tịch Hội đồng nghiệm thu (Ký ghi rõ họ tên) Tơ Anh Thơ Cơ quan chủ trì nhiệm vụ Đồn Kim Thành THÀNH ĐỒN TP HỒ CHÍ MINH TRUNG TÂM PHÁT TRIỂN KHOA HỌC VÀ CÔNG NGHỆ TRẺ CỘNG HOÀ XÃ HỘI CHỦ NGHĨA VIỆT NAM Độc lập - Tự - Hạnh phúc TP Hồ Chí Minh, ngày tháng năm 2022 BÁO CÁO THỐNG KÊ KẾT QUẢ THỰC HIỆN NHIỆM VỤ NGHIÊN CỨU KH&CN I THÔNG TIN CHUNG Tên nhiệm vụ: Thuộc: Chương trình/lĩnh vực (tên chương trình/lĩnh vực): Vườn ươm Sáng tạo Khoa học Công nghệ trẻ Chủ nhiệm nhiệm vụ: Họ tên: Tô Anh Thơ Ngày, tháng, năm sinh: 21/01/1989 Nam/ Nữ: Nam Học hàm, học vị: Tiến sĩ Chức danh khoa học: Chức vụ: Giảng viên Điện thoại: Tổ chức: Nhà riêng: Mobile: 0779474825 Fax: E-mail: totho@ufm.edu.vn Tên tổ chức công tác: Đại học Tài Chính – Marketing Địa tổ chức: 778 Nguyễn Kiệm, Phường 4, Quận Phú Nhuận, TP Hồ Chí Minh Địa nhà riêng: C12.17 Lavita Charm, Đường số 1, Phường Trường Thọ, TP Thủ Đức, TP Hồ Chí Minh Tổ chức chủ trì nhiệm vụ: Tên tổ chức chủ trì nhiệm vụ: Trung tâm Phát triển Khoa học Công nghệ trẻ Điện thoại: 028.38.233.363 Fax: E-mail: khoahoctre@gmail.com Website: http://khoahoctre.com.vn/ Địa : Số Phạm Ngọc Thạch, Bến Nghé, Quận 1, Thành phố Hồ Chí Minh Họ tên thủ trưởng tổ chức: ĐOÀN KIM THÀNH Số tài khoản: 3713.0.1083277.00000 Kho bạc Nhà nước Quận Thành phố Hồ Chí Minh Tên quan chủ quản đề tài: Thành Đoàn Thành phố Hồ Chí Minh II TÌNH HÌNH THỰC HIỆN Thời gian thực nhiệm vụ: - Theo Hợp đồng ký kết: từ ngày 08 tháng 12 năm 2021 đến 07 tháng 12 năm 2022 - Thực tế thực hiện: từ ngày 08 tháng 12 năm 2021 đến 07 tháng 12 năm 2022 - Được gia hạn (nếu có): Khơng Kinh phí sử dụng kinh phí: a) Tổng số kinh phí thực hiện: 90 tr.đ, đó: + Kính phí hỗ trợ từ ngân sách khoa học: 90 tr.đ + Kinh phí từ nguồn khác: tr.đ b) Tình hình cấp sử dụng kinh phí từ nguồn ngân sách khoa học: Số TT Theo kế hoạch Thời gian (Tháng, năm) Từ 8/12/2021 đến 20/1/2022 Từ 15/01/2022 đến 31/3/2022 Từ 01/02/2022 đến 15/3/2022 Từ 01/02/2022 đến 31/03/2022 Từ 01/04/2022 đến 10/5/2022 Từ 10/05/2022 đến 30/06/2022 Từ 01/07/2022 đến 15/08/2022 Từ 16/08/2022 đến 21/09/2022 Từ 22/09/2022 đến 7/12/2022 Ghi (Số đề nghị toán) Thực tế đạt Kinh phí Thời gian (đồng) (Tháng, năm) 5.027.260 Từ 8/12/2021 đến 20/1/2022 6.873.370 Từ 15/01/2022 đến 31/3/2022 5.851.230 Từ 01/02/2022 đến 15/3/2022 11.587.730 Từ 01/02/2022 đến 31/03/2022 7.853.790 Từ 01/04/2022 đến 10/5/2022 9.230.550 Từ 10/05/2022 đến 30/06/2022 11.473.000 Từ 01/07/2022 đến 15/08/2022 9.230.550 Từ 16/08/2022 đến 21/09/2022 16.468.970 Từ 22/09/2022 đến 7/12/2022 Kinh phí (đồng) 5.027.260 6.873.370 5.851.230 11.587.730 7.853.790 9.230.550 11.473.000 9.230.550 16.468.970 c) Kết sử dụng kinh phí theo khoản chi: Đối với đề tài: Đơn vị tính: đồng Số TT Nội dung khoản chi Trả công lao động (khoa học, phổ thông) Nguyên, vật liệu, lượng Thiết bị, máy móc Xây dựng, sửa chữa nhỏ Chi khác Tổng cộng Theo kế hoạch Thực tế đạt Tổng NSKH Nguồn khác Tổng NSKH Nguồn khác 83.596.450 83.596.450 83.596.450 83.596.450 0 0 0 0 0 0 0 0 0 6.403.550 83.596.450 6.403.550 83.596.450 90.000.000 90.000.000 90.000.000 90.000.000 - Lý thay đổi (nếu có): Khơng có Đối với dự án: Đơn vị tính: Triệu đồng Theo kế hoạch Số TT Nội dung khoản chi Thiết bị, máy móc mua Nhà xưởng xây dựng mới, cải tạo Kinh phí hỗ trợ cơng nghệ Chi phí lao động Ngun vật liệu, lượng Thuê thiết bị, nhà xưởng Khác Tổng cộng Tổng NSKH Nguồn khác Thực tế đạt Tổng Nguồn khác NSKH - Lý thay đổi (nếu có): Các văn hành q trình thực đề tài/dự án: (Liệt kê định, văn quan quản lý từ công đoạn xét duyệt, phê duyệt kinh phí, hợp đồng, điều chỉnh (thời gian, nội dung, kinh phí thực có); văn tổ chức chủ trì nhiệm vụ (đơn, kiến nghị điều chỉnh có) Số TT Số, thời gian ban hành văn Số 25/2021/HĐKHCNT_VƯ ngày 8/12/2021 Số 25-TB/ KHCNT_VƯ ngày 7/12/2021 Tên văn Ghi Hợp đồng th khốn Thơng báo việc phê duyệt cấp kinh phí nghiên cứu khoa học cơng nghệ thuộc chương trình Vườn Ươm sáng tạo Khoa học Cơng nghệ trẻ Tổ chức phối hợp thực nhiệm vụ: Số TT Tên tổ chức đăng ký theo Thuyết minh Tên tổ chức tham gia thực Nội dung tham gia chủ yếu Sản phẩm chủ yếu đạt Ghi chú* - Lý thay đổi (nếu có): Cá nhân tham gia thực nhiệm vụ: (Người tham gia thực đề tài thuộc tổ chức chủ trì quan phối hợp, khơng 10 người kể chủ nhiệm) Số Tên cá nhân Tên cá nhân Nội dung tham Sản phẩm Ghi TT đăng ký theo Thuyết minh tham gia thực Tô Anh Thơ Tô Anh Thơ Nguyễn Thị Thuý Nguyễn Thị Thuý Thái Kim Phong Thái Kim Phong Trần Thị Siêm Trần Thị Siêm gia - Xây dựng thuyết minh chi tiết - Tổng quan nghiên cứu, hướng tiếp cận, phương pháp luận - Cơ sở lý thuyết giả thiết nghiên cứu - Đánh giá thảo luận kết nghiên cứu - Xây dựng thuyết minh chi tiết - Cơ sở lý thuyết giả thiết nghiên cứu - Phân tích liệu nghiên cứu - Tổng quan nghiên cứu, hướng tiếp cận, phương pháp luận - Lược khảo công trình nghiên cứu trước việc sử dụng mạng xã hội để tìm việc - Xây dựng quy trình nghiên cứu, thu thập liệu - Đánh giá kết thảo luận - Kết luận hàm ý sách chủ yếu đạt - Thuyết minh đạt yêu cầu, Hội đồng thông qua - Bản tổng quan đề tài cụ thể - Cơ sở lý thuyết giả thiết nghiên cứu cụ thể - Bản đánh giá thảo luận đầy đủ kết phân tích - Thuyết minh đạt yêu cầu, Hội đồng thông qua - Cơ sở lý thuyết giả thiết nghiên cứu cụ thể - Kết phân tích liệu hoàn chỉnh - Bản tổng quan đề tài cụ thể - Bản lược khảo chi tiết cơng trình nghiên cứu trước - Quy trình nghiên cứu liệu thu thập đầy đủ - Bản đánh giá thảo luận đầy đủ kết phân tích chú* - Bản kết luận hàm ý sách đầy đủ - Báo cáo tổng kết hoàn chỉnh - Xây dựng quy - Quy trình trình nghiên nghiên cứu cứu, thu thập dữ liệu liệu thu thập đầy - Báo cáo tổng đủ kết - Báo cáo tổng kết hoàn chỉnh Xây dựng quy - Quy trình trình nghiên nghiên cứu cứu, thu thập dữ liệu liệu thu thập đầy đủ - Báo cáo tổng kết Hồ Thị Thu Hồng Hồ Thị Thu Hồng Nguyễn Hoàng Phúc Nguyễn Hoàng Phúc - Lý thay đổi ( có): Khơng có Tình hình hợp tác quốc tế: Số TT Theo kế hoạch (Nội dung, thời gian, kinh phí, địa điểm, tên tổ chức hợp tác, số đoàn, số lượng người tham gia ) Thực tế đạt (Nội dung, thời gian, kinh phí, địa điểm, tên tổ chức hợp tác, số đoàn, số lượng người tham gia ) Ghi chú* - Lý thay đổi (nếu có): Tình hình tổ chức hội thảo, hội nghị: Theo kế hoạch Số (Nội dung, thời gian, kinh phí, địa TT điểm ) Hội thảo khoa học, ngày 14/10/2022, 4.900.000 đồng, 197 Tôn Thất Thuyết – Phường – Quận – TP HCM Thực tế đạt (Nội dung, thời gian, kinh phí, địa điểm ) Hội thảo khoa học, ngày 14/10/2022, 4.900.000 đồng, 197 Tôn Thất Thuyết – Phường – Quận – TP HCM Ghi chú* - Lý thay đổi (nếu có): Khơng có Tóm tắt nội dung, cơng việc chủ yếu: (Nêu mục 15 thuyết minh, không bao gồm: Hội thảo khoa học, điều tra khảo sát nước nước ngồi) Số TT Các nội dung, cơng việc chủ yếu (Các mốc đánh giá chủ yếu) Thời gian (Bắt đầu, kết thúc - tháng … năm) Theo kế Thực tế đạt Người, quan thực hoạch Xây dựng thuyết minh chi tiết đề tài Từ 8/12/2021 đến 20/1/2022 Từ 8/12/2021 đến 20/1/2022 Tổng quan nghiên cứu, hướng tiếp cận, phương pháp luận Từ 15/01/2022 đến 31/3/2022 Từ 15/01/2022 đến 31/3/2022 Lược khảo cơng trình nghiên cứu trước việc sử dụng mạng xã hội để tìm việc Cơ sở lý thuyết giả thiết nghiên cứu Từ 01/02/2022 đến 15/3/2022 Từ 01/02/2022 đến 15/3/2022 Từ 01/02/2022 đến 31/03/2022 Từ 01/02/2022 đến 31/03/2022 Xây dựng quy trình nghiên cứu, thu thập liệu Từ 01/04/2022 đến 10/5/2022 Từ 01/04/2022 đến 10/5/2022 Phân tích liệu nghiên cứu Từ 10/05/2022 đến 30/06/2022 Từ 10/05/2022 đến 30/06/2022 Đánh giá thảo luận kết nghiên cứu Từ 01/07/2022 đến 15/08/2022 Từ 01/07/2022 đến 15/08/2022 Giải pháp – hàm ý sách Từ 16/08/2022 đến 21/09/2022 Từ 16/08/2022 đến 21/09/2022 Viết báo cáo tổng kết Từ 22/09/2022 đến 7/12/2022 Từ 22/09/2022 đến 7/12/2022 Tô Anh Thơ Nguyễn Thị Thuý Hồ Thị Thu Hồng Tô Anh Thơ Nguyễn Thị Thuý Thái Kim Phong Tô Anh Thơ Thái Kim Phong Tô Anh Thơ Nguyễn Thị Thuý Trần Thị Siêm Hồ Thị Thu Hồng Tô Anh Thơ Nguyễn Thị Thuý Trần Thị Siêm Thái Kim Phong Nguyễn Hồng Phúc Tơ Anh Thơ Nguyễn Thị Thuý Trần Thị Siêm Tô Anh Thơ Nguyễn Thị Thuý Trần Thị Siêm Thái Kim Phong Hồ Thị Thu Hồng Tô Anh Thơ Nguyễn Thị Thuý Trần Thị Siêm Thái Kim Phong Hồ Thị Thu Hồng Tô Anh Thơ Nguyễn Thị Thuý Thái Kim Phong Trần Thị Siêm Hồ Thị Thu Hồng Nguyễn Hoàng Phúc - Lý thay đổi (nếu có): III SẢN PHẨM KH&CN CỦA NHIỆM VỤ Sản phẩm KH&CN tạo ra: a) Sản phẩm Dạng I: Số TT Tên sản phẩm tiêu chất lượng chủ yếu Báo cáo tổng hợp Báo cáo tóm tắt Đơn vị đo Số lượng Theo kế hoạch Thực tế đạt 1 1 1 Bản Bản - Lý thay đổi (nếu có): Khơng có b) Sản phẩm Dạng II: Số TT Tên sản phẩm Yêu cầu khoa học cần đạt Theo kế hoạch Thực tế đạt Ghi Bài báo quốc tế đăng tạp chí thuộc danh mục Scopus báo báo Đã công bố - Lý thay đổi (nếu có): Khơng có Đánh giá hiệu nhiệm vụ mang lại: a) Hiệu khoa học công nghệ: (Nêu rõ danh mục công nghệ mức độ nắm vững, làm chủ, so sánh với trình độ cơng nghệ so với khu vực giới…) - Với tốc độ phát triển công nghệ, nhiều mạng truyền thông xã hội xuất hiện, đề tài đóng vài trị tài liệu tham khảo cho nghiên cứu tương lai liên quan đến việc ứng dụng phương tiện truyền thông khác để phục vụ cho hoạt động kiếm việc Các nghiên cứu lai phát triển theo hướng nghiên cứu nhóm ngành nhóm đối tượng cụ thể, để giải thích tốt mối quan hệ mạng truyền thông xã hội hoạt động kiếm việc b) Hiệu kinh tế xã hội: (Nêu rõ hiệu làm lợi tính tiền dự kiến nhiệm vụ tạo so với sản phẩm loại thị trường…) - Đối với người tìm kiếm hội việc làm, Facebook nên nhìn nhận cơng cụ tìm kiếm công việc Nhận thức thúc đẩy họ xây dựng hình ảnh thân chuyên nghiệp - Đối với công ty, Facebook công cụ để đăng tuyển tìm nhân Điều tác động rõ nét đến ngành quản lý nhân sự, gợi mở cho nhà quản trị nhân vận dụng linh hoạt phương thức tuyển dụng mạng lưới truyền thông xã hội ngày phát triển, thay tập trung kênh tuyển dụng truyền thống Tình hình thực chế độ báo cáo, kiểm tra nhiệm vụ: Số TT I Nội dung Báo cáo tiến độ Thời gian thực 29/6/2022 - Nội dung 1: Xây dựng thuyết minh chi tiết đề tài Ghi (Tóm tắt kết quả, kết luận chính, người chủ trì…) Đã hoàn thiện nội dung chuyên đề nộp báo cáo nghiệm thu đợt Người chủ trì: Tơ Anh Thơ - Nội dung 2: Tổng quan nghiên cứu, hướng tiếp cận, phương pháp luận - Nội dung 3: Lược khảo cơng trình nghiên cứu trước việc sử dụng mạng xã hội để tìm việc - Nội dung 4: Cơ sở lý thuyết giả thiết nghiên cứu - Nội dung 5: Xây dựng quy trình nghiên cứu, thu thập liệu - Nội dung 6: Phân tích liệu nghiên cứu Chủ nhiệm đề tài (Họ tên, chữ ký) Thủ trưởng tổ chức chủ trì (Họ tên, chữ ký đóng dấu) Tơ Anh Thơ 2022 Vol.25 No.1 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S PERCEIVING FACEBOOK AS A JOB SEARCHING TOOL AND MAINTAINING A CAREER-ORIENTED ONLINE IMAGE To A.T., Ho T.T.H., Tran T.S. Abstract: Although Facebook is regarded as a common social network to connect everyone, it has not yet attracted much attention from researchers from the perspective of job searching Based on the theories of job searching via social media networks, self-efficacy and social exchange, this study is conducted to investigate the impacts of social media self-efficacy and peer influence on perceiving Facebook as a job searching tool and maintaining a careeroriented online image by the youth in Vietnam The empirical data collected from 317 respondents were examined using Covariance-based Structural Equation Modeling (CBSEM) followed by Confirmatory Factor Analysis (CFA) The results show that social media self-efficacy and peer groups on Facebook motivate users’ perception of Facebook as a job searching tool In addition, this perception positively impacts the building and maintaining a career-oriented online image Job seekers can use Facebook as a source of job search information, while organizations can use Facebook to review and recruit potential candidates Keywords: Job search, Facebook, career-oriented online image, peer influence, self-efficacy DOI: 10.17512/pjms.2022.25.1.24 Article history: Received December 19, 2022; Revised April 17, 2022; Accepted April 28, 2022 Introduction Everyone has witnessed the rapid rise of social networks over the last decade According to Nadkarni and Hofmann (2012), the primary reasons for using social networks are self-promotion and public relations Capua (2012) and Shohrowardhy et al (2014) indicated Facebook is mostly used to develop communication and build relationships through sharing views and information; however, Facebook is now well known to be used for a variety of objectives, including job seeking, PR, and finding individuals with similar interests As a result, social networking sites are now a viable option for business and career development Companies can use social media to find suitable applicants and to assess a person’s professional skills based on the information they post on social media (Brown & Vaughn, 2011) On the other hand, job seekers can show their education, professional abilities, and work on various social networks to attract the attention of employers and professionals, thereby increasing future job chances  Anh Tho To Ph.D., Faculty of Business Administration, University of Finance – Marketing, Vietnam Corresponding author: Thi Thu Hong Ho, Faculty of Business Administration, University of Finance – Marketing, Vietnam Email: Thi Siem Tran, Faculty of Business Administration, University of Finance – Marketing, Vietnam Email:  corresponding author: totho@ufm.edu.vn hohong@ufm.edu.vn; transiem@ufm.edu.vn 392 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S 2022 Vol.25 No.1 Job seeking has become one of the primary reasons that lead job seekers to use social networks In this connection, Facebook is increasingly viewed as an informal tool for promoting one’s self-image and obtaining job information from firms (Van Hoye et al., 2009) However, the intensive use of Facebook for gathering information from the potential employers as well as developing their brand and promoting their intentions to get hired, little by little, has transformed the users’ viewpoint about Facebook, not only as a social media but also as a common way to look for a job The ever-changing technology world is somewhat of an impact on how people search for a job Social networks have become more and more important in linking employees and employers (Ladkin & Buhalis, 2016) and have been giving job seekers great employment prospects (Janta & Ladkin, 2013) Despite several practical studies on the use of social networks in hiring operations, job seekers’ use of social media as a job search tool has received little attention This article will investigate the antecedents of using Facebook as a tool for job searching to address this matter Besides, this paper will also provide a clue whether this perception would likely induce users to improve their career-oriented online image in Vietnam – a developing country Literature Review Maintaining a career-oriented online image on Facebook is considered a part of selfpresentation by posting individual information related to education and qualifications, work, abilities, experiences, personal achievements and social life (Labrecque et al., 2011) It helps Facebook users increase their connection, keep up with trends, share information, seek entertainment, and even enhance their future job prospects (El Ouirdi et al., 2015; Utz, 2015) Facebook users’ online image is not only created by them but also influenced by third parties, such as friends and relatives who tend to comment or tag them in photos (Lee-Won et al., 2014; Labrecque et al., 2011) According to Trottier (2012) and Belk (2013), friends can influence one’s online image and may even behave like an extension of oneself Therefore, Facebook users concerned with maintaining a career-oriented online image should disclose positive self-provided information on social networks as well as remove unwanted photos, posts and comments provided by others (Human et al., 2012; Lee-Won et al., 2014; Rui & Stefanone, 2013) In the employment context, job seekers who desire to build their brand online and network with professionals should convey a career-oriented image to potential recruiters (Bohnert & Ross, 2010; Schwämmlein & Wodzicki, 2012) because prospective employers are likely to review their online profiles/image (Curran et al., 2014; Root & McKay, 2014) In other words, presenting a career-oriented self-image on social networks is considered a strategy to increase job seekers’ job opportunities From the perception of Facebook as a channel of job searching, users’ online image must be developed towards emphasizing their skills, experiences, reputation and connections with professionals 393 2022 Vol.25 No.1 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S H1: Perceiving Facebook as a job searching tool positively influences careeroriented online image Self-efficacy is defined as the belief in one’s ability to organize and carry out the action processes necessary to achieve specific achievements (Bandura et al., 1999) It is a form of subjective evaluation of an individual’s ability to perform a particular behavior (Wrench & Punyanunt-Carter, 2007) In other words, it mainly reflects an individual’s belief about his/her ability rather than actual skills People who have low self-efficacy should be less likely to manage situations effectively despite knowing what to and possessing the requisite skills (Bandura et al., 1999) Based on Bandura’s self-efficacy theory, Hocevar et al (2014) conceptualized social media self-efficacy as “a person’s beliefs about his or her capabilities to perform desired functions specifically in the social media environment” However, there exists “comparatively little literature that tests the efficacy or impact of networking as a skill about other aspects of the development of employability” (Artess et al., 2017) Only a few relevant studies, such as Gauducheau, (2016), Mowbray et al (2017), and Nikolaou (2014), focused on young people Gauducheau (2016) advised that young people should have skills and knowledge on online spaces for carrying out information-seeking activities, while Nikolaou (2014) recognized that young jobseekers tend to use Facebook for searching for information relating to employment Furthermore, Mowbray et al (2017) validated the importance of young job seekers’ networking activities in the job search process and recommended the use of social media tools during the job search process Possessing social media abilities is associated with both private and career-oriented use of these platforms (Moreno et al., 2015), particularly for seeking job information H2: Social media self-efficacy positively influences perceiving Facebook as a job searching tool Besides, the impact of social media self-efficiency on the career-oriented online image has also attracted the attention of researchers For example, Chang & Heo (2014) point out that people who use social media more tend to disclose more information, while Hargittai and Litt (2013) explore that online skills are related to users’ career-oriented reputation management activities on social networking sites El Ouirdi et al (2015) also support that self-disclosure by job seekers is positively connected to social media self-efficacy H3: Social media self-efficacy positively influences career-oriented online image Peer influence significantly impacts seeking career opportunities and making career decisions (Van Hoye et al., 2009; Naz et al., 2014) In the Social Cognitive Career Theory model, peer influence can be considered a contextual factor that affects one’s career choices and decisions (Lent et al., 1994) Under the argument of Ruschoff et al (2018), peer networks can help young people transition from school to job, while Howard et al (2009) also recognize peer influence as a supporting force to the career decisions of the youth Higgins (2001) confirms that job searchers will turn to their social networks when other forms of information are scarce On the other hand, the influence of peers can be described from the perspective of social comparisons For 394 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S 2022 Vol.25 No.1 instance, Job seekers frequently compare themselves to others in their field or wish to demonstrate their worth to their peer groups (Kulkarni & Nithyanand, 2013), which could influence their job expectancies (Lim et al., 2016) Similarly, Van Hoye et al (2009) recognize and appreciate the function of online social networks in job search activities, such as information exchange and establishing contacts in peer groups In terms of Facebook use, Ross et al (2009) also indicate that Facebook is rapidly becoming one of the most widely used social communication platforms, and highly extroverted Facebook users tend to develop more contacts on their friends’ list This advantage helps them increase the opportunities of receiving information on job offers from potential employers when they need to look for jobs Besides, the social comparisons on Facebook tend to induce job seekers to act in accordance with what others in their peer groups are doing, to meet career expectations (Haferkamp & Krämer, 2011) Hence, the following hypotheses are formulated: H4: Peer influence positively influences perceiving Facebook as a job searching tool H5: Peer influence positively influences career-oriented online image H6: Peer influence positively influences social media self-efficacy Peer influence (PI) Perceiving Facebook as a job searching tool (PF) Social media self-efficacy (SM) Figure 1: Proposed research model 395 Career-oriented online image (OI) 2022 Vol.25 No.1 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S Research Methodology An online survey was created to collect data for the research model The scales were taken from the literature, as shown in the Appendix The items ranged from “strongly disagree” to “strongly agree” on a 7-point scale The preliminary questionnaire was then distributed to human resource management specialists for content evaluation Their suggestions were incorporated into the questionnaire’s next version 60 young people from 18 – 32 years old, who have used Facebook for more than one year, were randomly selected for a pilot test Their feedback is used to improve the clarity and comprehension of the questionnaire The final questionnaire link was sent to respondents via Facebook, email, and other social network sites as a convenient sampling method Therefore, some questions related to experience using Facebook must be included in the questionnaire to filter the respondents After removing the responses with an excess of straight-lined answers or were outliers, there are 317 valid responses for further analysis To determine the minimal sample size required, an online A-priori sample size calculator for structural equation models is applied (Soper, 2019) The number of observed variables (17) and latent constructs (4), the size of the expected effect (0.3), the expected probability (0.05) and the level of statistical power (0.95) are all inputs, and the outcome shows that 207 responses are required However, our sample size of 317 is more than the required minimum and enough to identify any significant impacts The covariance-based SEM approach is used with SPSS 26 and AMOS 25 software to analyze According to Anderson and Gerbing (1988), there are two steps in the data analysis section The first step was to check the reliability and validity of the constructs through five criteria such as factor loadings, Cronbach’s Alpha, composite reliability, convergent validity and discriminant validity The second step in the analysis attempted to determine the path coefficients’ significance In addition, This study also analyzed fit indices, including Chi-Square/Degree of freedom (CMIN/DF), goodness-of-fit index (GFI), adjusted goodness-of-fit index (AGFI), normed fit index (NFI), comparative fit index (CFI), Tucker-Lewis index (TLI), root mean square error of approximation (RMSEA) and standardized root mean squared residual (SRMR) Research Results The respondents’ demographic profiles included in this study are presented in Table As shown in the table, the gender was skewed toward the female 196 participants were female (61.83%), while 121 were male (38.17%) The majority of participants were between the ages of 23 and 27 years old, accounting for roughly 40.38% 22.40% were under 23; 12.3% were between the ages of 27 and 32; 24.92% were beyond the age of 32 Of the participants, 39.75% and 42.59%, respectively, earned a college and university degree; the rest of them were from high school (5.68%) and graduate school (11.99%) For income level, 58.36% of the participants have a monthly income of less than 10 million VND, 31.55% have between 10 and 20 396 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S 2022 Vol.25 No.1 million VND, 5.05% have between 20 and 30 million VND, and 5.05% have 30 million VND and above Besides, Table also provides some descriptions of Facebook users per day 18.61% of respondents spend less than 30 minutes on Facebook; from 30 minutes to hours daily (43.22%); from hours to hours (22.71%); more than hours (15.46%) Measure Gender Age Education Income Average time on Facebook per day Table Respondents’ profile Value Frequency Female 196 Male 121 under 23 years 71 23 to below 27 years 128 27 to below 32 years 39 Above 32 years 79 High school 18 College 126 University 135 Graduate school 38 Less than 10 million VND 185 10 to below 20 million VND 100 20 to below 30 million VND 16 30 million VND and above 16 Under 30 minutes 59 30 minutes to below hours 137 hours to below hours 72 hours and above 49 Percent 61.83% 38.17% 22.40% 40.38% 12.30% 24.92% 5.68% 39.75% 42.59% 11.99% 58.36% 31.55% 5.05% 5.05% 18.61% 43.22% 22.71% 15.46% The measurement model has two components: reliability and validity (As shown in Table and Table 3) An exploratory factor analysis (EFAs) was conducted to examine the dimensionality of the 17 scale items by using principal axis factoring analysis with Promax rotation The factor loadings values are over 0.6, and the Kaiser-Meyer-Oklin value is 0.943, which is greater than the 0.7 cutoffs Cronbach’s alpha and composite reliability value greater than 0.70 also verified the constructs’ reliability The AVE values are significantly higher than the minimum level of 0.50, proving convergent validity for all constructs A confirmatory factor analysis (CFA) was conducted in AMOS using maximum likelihood estimation The CFA showed evidence of reasonable fit (Hu & Bentler, 1999): CMIN/DF = 1.789; GFI = 0.931; CFI = 0.978; NFI = 0.952; TLI = 0.973 RMSEA = 0.050; PCLOSE = 0.448 In addition, Table displays discriminant validity using the Fornell-Lacker criterion The square root of the AVE values for each construct is bigger than the correlations with other latent constructs, showing that all constructs exhibit discriminant validity 397 2022 Vol.25 No.1 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S Table displays the path coefficients and their significance level of the structural model The analyzed results support H1, H2, H3, H5, and H6 because all the Pvalues are less than 0.05 Besides, the model’s overall fit is satisfactory, as all of the fit indices listed in Table are within the desired range (Hu & Bentler, 1999) Construct Peer Influence (PI) careeroriented online image (OI) Social media self-efficacy (SM) Perceiving Facebook as a job searching tool (PF) Table The measurement model Factor Loadings Measurement 0.675 PI1 PI2 0.841 PI3 0.811 PI4 0.717 C Alpha 0.872 OI1 0.872 OI2 0.907 OI3 0.818 OI4 0.678 0.920 SM1 0.672 SM2 0.849 SM3 0.742 0.810 PF1 0.878 PF2 0.863 PF3 0.754 PF4 0.641 PF5 0.856 0.853 PF6 Extraction Method: Principal Axis Factoring Rotation Method: Promax with Kaiser Normalization CR AVE Table Confirmatory Factor Analysis MSV MaxR(H) PF OI PF 0.934 0.701 0.546 0.937 0.838 OI 0.921 0.745 0.515 0.924 0.717*** 0.863 PI 0.873 0.634 0.546 0.879 0.739*** 0.714*** 0.796 SM 0.812 0.592 0.459 0.821 0.594*** 0.678*** 0.646*** 398 0.936 PI SM 0.769 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S Table Results for the structural model Estimate S.E Hypotheses H1: Perceiving Facebook as a job searching 0.316 0.065 tool → career-oriented online image H2: Social media self-efficacy 0.278 0.095 → Perceiving Facebook as a job searching tool H3: Social media self-efficacy 0.393 0.086 → career-oriented online image H4: Peer Influence 0.663 0.077 → Perceiving Facebook as a job searching tool H5: Peer Influence 0.271 0.078 → career-oriented online image H6: Peer Influence 0.505 0.056 →Social media self-efficacy Fit indices Chi-square/df GFI AGFI NFI TLI CFI RMSEA Standardized RMR Table Model fit indices structural model 1.798 0.931 0.906 0.952 0.973 0.978 0.050 0.0325 2022 Vol.25 No.1 C.R P 4.877 0.000 2.919 0.004 4.542 0.000 8.561 0.000 3.459 0.000 8.994 0.000 Recommended value 0.9 > 0.9 > 0.9 > 0.9 > 0.9 < 0.06 < 0.05 Discussion Based on the above analysis, it can be concluded that social media self-efficacy and peer influence have significant impacts on perceiving Facebook as a job searching tool and maintaining a career-oriented online image by the youth in Vietnam First, the relationship between PF and OI was positive and significant (β = 0.316; p < 0.01), indicating that perceiving Facebook as a job search tool increases the likelihood of building a career-oriented online image This finding is in line with Kajanová et al (2017) They also found that about 61.2% of young people believe that self-presentation on social media is important in job search, and 44.3% believe that social media is a place where they can find a job In employment, job seekers should convey a career-oriented image to potential recruiters (Bohnert & Ross, 2010; Schwämmlein & Wodzicki, 2012) Similarly, SM has a significantly positive impact on PF (β = 0.278; p < 0.01), which supports that people who are confident in their social media skills are more likely to use Facebook to get a new job Mowbray et al (2017) also agree that information seeking skills on social media tools could be crucial in determining how young 399 2022 Vol.25 No.1 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S jobseekers use them during job search Additionally, the positive effect of SM on OI is also confirmed (β = 0.393; p < 0.01), which supports the argument of El Ouirdi et al (2015) that job seekers who felt self-efficacious about their social media skills engaged in optimizing self-presentation on Facebook Next, the enhancing impact of PI on PF (β = 0.663; p < 0.01) presents Facebook’s role of connectivity in job searching through information sharing and contacts among peers Additionally, its associations with OI (β = 0.271; p < 0.01) and SM (β = 0.505; p < 0.01) were positive and significant The results are consistent with Haferkamp & Krämer (2011) that social comparisons on Facebook tend to induce people to act on what others in peer groups are doing to meet career expectations, such as improving the efficiency of building career-oriented online images and using social media skills Conclusion This study investigates the correlations among social media self-efficacy, peer influence, viewing Facebook as a job searching tool and career-oriented online image, using the theories of job searching via social media networks, self-efficacy, and social exchange From the analyzed results, developing social media selfefficacy and expanding peer groups on Facebook tend to promote the perception of Facebook as a job search tool and career-oriented online image This research has practical implications not only for job seekers but also for recruiters As for job seekers, the perspective of job searching on Facebook is increasing Facebook is a place for them to find information about employers as well as how to connect with employers Thus, they should be more cautious in presenting their images on social media because many recruiters tend to monitor possible candidates on Facebook or evaluate their talents or skills, references and work portfolio Employers believe that job applicants will prioritize online career-related identification concerns It is critical for both job searchers and employees to regularly manage their social media self-presentation to achieve career success Besides, this study also presents a positive impact of social media self-efficiency on careeroriented image and perceiving Facebook as a job searching tool, implying that the effective skills of using Facebook facilitate optimized self-presentation on Facebook for job search Moreover, the research results show that peer groups positively impact perceiving Facebook as a job search engine The more intensively they interact with peers through Facebook to facilitate their work, the more likely they are to learn about and get interested in organizations, establishing the intention to hunt for a new job From the viewpoint of recruiters, the research results show that the youth tend to choose Facebook as a job search tool They have much time to use social networks and the ability to access technology quickly Previously, recruitment was still mainly through traditional channels Today, social networks are being created alongside the advancement of information technology, and they are increasingly becoming a bridge between organizations and candidates That shows that Facebook is not only a place to entertain and relax but also plays an important role in the recruitment 400 POLISH JOURNAL OF MANAGEMENT STUDIES To A.T., Ho T.T.H., Tran T.S 2022 Vol.25 No.1 process More recruited positions are posted on Facebook, so recruiters need to focus on effectively utilizing this channel to look for potential young candidates Recruiters should not only provide information about job requirements but also pay attention to building brand image, promoting the recruiter’s brand to become more attractive in the eyes of candidates Although the findings of this study reveal new insights, there are several limitations that provide opportunities for future research First, searching for jobs via Facebook and building a career-oriented online image depends much on correspondents’ age, qualification, and working experience, so future studies should divide correspondents into different groups to conduct in-depth research Second, it is very interesting to investigate whether perceiving Facebook as a new job search engine and maintaining a career-oriented online image leads to current employees’ turnover intention Acknowledgment The study was supported by The Youth Incubator for Science and Technology Programe, managed by Youth Development Science and Technology Center – Ho Chi Minh Communist Youth Union and Department of Science and Technology of Ho Chi Minh City, the contract number is 25/2021/HD-KHCNT-VU dated December 8, 2021 Appendix Social media self-efficacy - SM (Kim & Glassman, 2013) SM1: “I can be very effective using FB.” SM2: “I can find important and interesting information on FB.” SM3: “I can use FB as an effective way of connecting with others.” Peer Influence – PI (Tan et al., 2014) PI1: “Some of my friends on Facebook are my role models.” PI2: “My Facebook friends show special interest in their job.” PI3: “My Facebook friends like to share information about their job.” PI4: “My Facebook friends encourage me to look for a new job.” Perceiving Facebook as a job searching tool – PF (Hasan et al., 2018; Kajanová et al., 2017; Tan et al., 2014) UF1: “I consider Facebook as a place where I can find a new job.” UF2: “I can search for the company and recruitment information on Facebook.” UF3: “The presentation of myself on Facebook is important from the view of job searching.” UF4: “Connecting more friends on Facebook will bring more job opportunities.” UF5: “I can use Facebook as a channel to connect employers/recruiters.” UF6: “I am likely to get a job offer through Facebook.” Career-oriented online image - OI (Miller et al., 2012) OI1: “It is important to 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