Full-text resources of CEJSH and other databases are now available in the new Library of Science.
Visit https://bibliotekanauki.pl

PL EN


2019 | 1(19) | 15-26

Article title

Self-Presentation of Polish Football Managers on Linkedin

Title variants

Languages of publication

EN

Abstracts

EN
Although LinkedIn is the world’s largest professional networking site, the research concerning self-presentation on the platform is limited and fragmented. The main goal of the study was to explore the self-presentation of Polish football managers on LinkedIn in four dimensions: completeness and attractiveness of the profile, network-embeddedness, and activity. Using quantitative content analysis of managers’ profiles (N=319), the research shows that the managers exploit the potential of LinkedIn to build their personal professional brand only in a very limited and mostly static way. In addition, the self-presentation in LinkedIn is the best among managers working in Polish Football Association, improves with the length of professional experience, and shows only slight differences between women and men.

Year

Issue

Pages

15-26

Physical description

Dates

published
2019

Contributors

  • Uniwersytet Jagielloński

References

  • ANABO, I. F., &ALBIZURI, I. E. (2017), LinkedIn comoInstrumento para la Evaluación de ProgramasdeEducación. Revista de Educación a Distancia, 53(8).
  • BANERJI, D., & REIMER, T. (2019), Startup founders and their LinkedIn connections: Are well-connected entrepreneurs more successful?,Computers in Human Behavior, 90, 46-52.
  • BARUFFALDI, S. H., DI MAIO, G., &LANDONI, P. (2017), Determinants of PhD holders’ use of social networking sites: An analysis based on LinkedIn,Research Policy, 46(4), 740-750.
  • CASE, T. L., GARDINER, A., RUTNER, P., & DYER, J. N. (2012), A linkedin analysis of career paths of information systems alumni,Journal of the Southern Association for Information System, 1(1), 1.
  • CHIANG, J. K. H., &SUEN, H. Y. (2015), Self-presentation and hiring recommendations in online communities: Lessons from LinkedIn,Computers in Human Behavior, 48, 516-524.
  • CHO, S. E. (2010), Cross-cultural comparison of Korean and American social network sites: exploring cultural differences in social relationships and self-presentation, Rutgers University-Graduate School-New Brunswick.
  • CONLON, J., TAYLOR, A., ASHRUFF, P., & BIRD, L. (2017), LinkedIn Groups: Building a community to create real connections to benefit students and alumni in Fashion and Textiles. University of Huddersfield.
  • COOPER, B., &NAATUS, M. K. (2016), LinkedIn as a Learning Tool in Business Education. American Journal of Business Education, 7(4), 299-306.
  • DESZCZYŃSKI, B. (2017), Nawiązywanie relacji biznesowych z wykorzystaniem mediów społecznościowych -aktywność polskich menedżerów eksportu w serwisach LinedIn i GoldenLine,Marketing i Rynek, 9, 58–67.
  • DUFFY, B. E., PRUCHNIEWSKA, U., SCOLERE, L. (2017), Platform-specific self-branding: Imagined affordances of the social media ecology, Proceedings of the 8th International Conference on Social Media & Society, 5.
  • ECLEO, J. J., &GALIDO, A. (2017), Surveying LinkedIn Profiles of Data Scientists: The Case of the Philippines.Procedia, Computer Science, 124, 53-60.
  • EVANS, J. R. (2017), A strategic approach to self-brandin,Journal of Global Scholars of Marketing Science,27(4), 270-311.
  • GEYIK, S. C., GUO, Q., HU, B., OZCAGLAR, C., THAKKAR, K., WU, X., &KENTHAPADI, K, (2018),Talent Search and Recommendation Systems at LinkedIn: Practical Challenges and Lessons Learned, The 41st International ACM SIGIR Conference on Research & Development in Information Retrieval, 1353-1354.
  • GUILLORY, J., & HANCOCK, J. T. (2012), The effect of Linkedin on deception in resumes. Cyberpsychology, Behavior, and Social Networking, 15(3), 135-140.
  • HEMPEL, J. (2010), How LinkedIn will fire up your career, Fortune, 4(12), 2010.
  • KIM, D., KIM, J. H., & NAM, Y. (2014), How does industry use social networking sites? An analysis of corporate dialogic uses of Facebook, Twitter, YouTube, and LinkedIn by industry type, Quality & Quantity, 48(5), 2605-2614.
  • LUEG, K., & NIELSEN, C. (2015), Impression management as symbolic capital: An intercultural comparison of presentations by CEOs on social network sites, Communication & Language at Work, 4(4), 88-120.
  • LINKEDIN (2019). About LinkedIn.[online: 28 April 2019], www.about.linkedin.com
  • LOPS, P., DE GEMMIS, M., SEMERARO, G., NARDUCCI, F., MUSTO, C. (2011). Leveraging the linkedin social network data for extracting content-based user profiles,Proceedings of the fifth ACM conference on Recommender systems, 293-296.
  • MORGAN, M. (2011), Personal branding: Create your value proposition. Strategic Finance, 93(2), 13.
  • Niedźwiedziński, M., Klepacz, H., & Szymańska, K. (2016), Budowanie marki osobistej w mediach społecznościowych, Marketing i Zarządzanie, (4 (45)), 339-349.
  • PAPACHARISSI, Z. (2009), The virtual geographies of social networks: a comparative analysis of Facebook, LinkedIn and AsmallWorld. New media & society, 11(1-2), 199-220.
  • RAMANATH, R., INAN, H., POLATKAN, G., HU, B., GUO, Q., OZCAGLAR, C., GEYIK, S. C. (2018,), Towards Deep and Representation Learning for Talent Search at LinkedIn,Proceedings of the 27th ACM International Conference on Information and Knowledge Management.
  • ROULIN, N., BANGERTER, A. (2013), Social networking websites in personnel selection: A signaling perspective on recruiters’ and applicants’ perceptions, Journal of Personnel Psychology, 12(3), 143–151.
  • RUI, J. R. (2018), Objective evaluation or collective self-presentation: What people expect of LinkedIn recommendations. Computers in Human Behavior, 89, 121-128.
  • RUI, J., &STEFANONE, M. A. (2013), Strategic self-presentation online: A cross-cultural study, Computers in Human Behavior, 29(1), 110-118.
  • SAINT-JACQUES, G., VARSHNEY, M., SIMPSON, J., &XU, Y. (2019), Using Ego-Clusters to Measure Network Effects at LinkedIn, 1–23.
  • SAMUEL, A. (2018), Im więcej znajomych mamy na LinkedIn, tym mniejsza jest jego skuteczność,[online: 1 September 2018], https://www.hbrp.pl/b/im-wiecej-znajomych-mamy-na-linkedin-tym-mniejsza-jest-jego-skutecznosc/18RPHO83H
  • SCHWÄMMLEIN, E., &WODZICKI, K. (2012), What to tell about me? Self-presentation in online communities, Journal of Computer-Mediated Communication, 17(4), 387–407.
  • SIEVERS, K., WODZICKI, K., ABERLE, I., KECKEISEN, M., & CRESS, U. (2015), Self-presentation in profession25 al networks: More than just window dressing,Computers in Human Behavior, 50, 25–30.
  • SZNAJDER, A. (2007), Charakterystyka rynku sportu profesjonalnego. Gospodarka Narodowa, (10). [online: 24 April 2019] http://gospodarkanarodowa.sgh.waw.pl/p/gospodarka_narodowa_2007_10_03.pdf
  • TIFFERET, S., &VILNAI-YAVETZ, I. (2018), Computers in Human Behavior Self-presentation in LinkedIn portraits : Common features, gender, and occupational differences,Computers in Human Behavior, 80, 33–48.
  • TOMA, C. L., & HANCOCK, J. T. (2010), Looks and Lies: The Role of Physical Attractiveness in Online Dating Self-Presentation and Deception,Communication Research, 37(3), 335–351.
  • UTZ, S. (2016). Is LinkedIn making you more successful? The informational benefits derived from public social media,New Media and Society,18 (11), 2685–2702.
  • VAN DE VEN, N., BOGAERT, A., SERLIE, A., BRANDT, M. J., &DENISSEN, J. J. A. (2017), Personality perception based on LinkedIn profiles,Journal of Managerial Psychology,32(6), 418–429.
  • WASYLKOWSKA, M. (2011), Rola menedżera sportowego w zarządzaniu klubami sportowymi, Zeszyty Naukowe Uniwersytetu Szczecińskiego. Finanse, RynkiFinansowe, Ubezpieczenia, (46), 283-293.
  • ZIDE, J., ELMAN, B., &SHAHANI-DENNING, C. (2014), Linkedin and recruitment: How profiles differ across occupations, Employee Relations, 36(5), 583–604.

Document Type

Publication order reference

Identifiers

EISSN
2450-7563

YADDA identifier

bwmeta1.element.desklight-7a53b0b5-be70-4cb0-a9f5-32da050e8ca0
JavaScript is turned off in your web browser. Turn it on to take full advantage of this site, then refresh the page.