More Glitter than Gold?
An Analysis of Virtual Impression Management Behavior in
Online Career-networks
Pia Keysers, Fabian Storch, Julia Nitsche and Henning Staar
BiTS Business and Information Technology School, 58636 Iserlohn, Germany
Keywords: Impression Management, Self-representation, Social Online Networks, Xing.
Abstract: The aim of the present study was to analyze virtual impression management behavior of students on a
German online career network site. In addition, it was analyzed if gender specific differences would exist in
the subjects’ impression management behavior. In general, the study indicated that students indeed present
themselves in career networks like Xing in an idealized way. However, it appears that the students’ Xing
profile pages are more realistic than expected. Reasons for these findings are discussed and suggestions for
future research are given.
1 INTRODUCTION
An old Greek adage says, „show me your friends
and I will tell you who you are". Based on this
saying nowadays one would probably be more likely
to say, "show me your social network profile and I
will tell you who you are". In recent years the
computer-supported social interaction has become
an essential feature of the communication between
individuals. Because of this, the Internet has gained
a great influence on nearly all facets of social life
(Bargh & McKenna, 2004). Social networks offer
the opportunity to socialize with informal and
professional contacts and to become an active
participant on the market. Through Web 2.0
applications, users can communicate with each other
and present themselves virtually (Okdie and
Guadagno, 2008; Okdie et al., 2011). The
possibilities of presenting oneself online are quite
diverse. Web-based platforms are one of them
(McKenna et al., 2002). The German online network
“Xing” is a career platform with more than 14
million members managing professional and social
contacts and establishing new ones. In Germany,
seven million businesses and individual users such
as students utilize Xing. Inside this career network
users can contact other users and present themselves
simultaneously through their profile. As such, users
are available for potential employers and can be
found by HR managers or headhunters, respectively.
Accordingly, the user’s presentation of the
professional profile and the creation of one’s own
virtual image might follow strategic issues in order
to present oneself in the best possible light towards
potentially interested parties. However, the term
‘best’ is likely to differ between users: While it
seems reasonable to assume that some individuals
will idealize the virtual self to bring themselves into
a better position, others may rather aim at virtually
reproducing their identity as realistically as possible.
Online social networks have become for many a part
of daily life. Social networks can have an impact on
trends in social recruitment and professional
networking (Benson et al., 2013).
The present study deals with an analysis of
German students’ self-representation at the online
career network Xing. First, the concept of
impression management behavior will be defined.
Impression management theory serves as the
theoretical background here and will be illustrated in
detail. Furthermore social networks are defined and,
building on that, virtual impression management in
social networks will be further discussed. In the
following part of this paper, information on the
study’s design and method are given, and the results
of the empirical analysis are presented. The paper
concludes with a discussion and suggestions for
further research.
647
Keysers P., Storch F., Nitsche J. and Staar H..
More Glitter than Gold? - An Analysis of Virtual Impression Management Behavior in Online Career-networks.
DOI: 10.5220/0005452206470654
In Proceedings of the 11th International Conference on Web Information Systems and Technologies (STDIS-2015), pages 647-654
ISBN: 978-989-758-106-9
Copyright
c
2015 SCITEPRESS (Science and Technology Publications, Lda.)
2 BACKGROUND
2.1 Impression Management Behavior
For an individual it is very important which kind of
impression he or she is creating and what other
persons think about him or her. These impressions
built by an individual towards others can extent to
all facets and areas of life, e.g. public appearances as
well as private encounters.
Because of the great importance of the mutual
impressions of interaction partners, people actively
try to influence impressions (Van Dijck, 2013).
According to this, impression management can
be defined as the behavior of an individual or a
group trying to influence the impressions of other
people or groups (Jones and Pittman, 1982). The
subject of impression management theory is the
impression management of individuals, thereby
focusing on the use of several forms of self-
presentation towards a given social environment.
This self-presentation can be used for tactical and
strategic reasons. The underlying assumption of this
theory is that an individual is potentially able to
control impressions of other people in social
interactions (Stopfer, Egloff, Nestler & Back, 2014).
This type of influencing the public image and, as a
result, the thoughts, emotions and behavioral actions
of the targets of influence simultaneously reflects to
the individual’s self-image and affects it in a certain
way (Manago et al., 2008; Okdie et al., 2011).
It can be supposed that active control of self-
presentation occurs in all public situations. In
addition, a number of several other contextual
factors are likely to have an effect on presenting
oneself in the desired way, e.g. the anticipation of a
further interaction with the same social environment
(Boyd and Ellison, 2007).
As was stated above, there is a huge variety of
impression management strategies. Overall, these
techniques can be divided into ‘positive’ and
‘negative’ categories. Both categories contain a wide
range of different techniques. All techniques that are
used to affect directly the impressions of other
people are referred to as positive techniques. In
contrast, the category of negative techniques
contains all practices that shall create a negative
presentation of the own person with the aim to reach
an indirect, positive reaction, e.g. understatement.
Examples for positive techniques are self-promotion,
overstatement or basking in reflected glory (Leary
and Kowalski, 1990).
There are different reasons for the use of
impression management. Jones and Pittman (1982)
identified five strategic motives. They distinguished
between self-promotion (attempt to convince others
of one’s own competencies), ingratiation (attempt to
be liked by others), intimidation (attempt to
convince others of one’s own dangerousness),
exemplification (attempt to be acknowledged as
moral person) and supplication (attempt to convince
other individuals of one’s own helplessness and
neediness with the goal to generate compassion).
Among those five motives only self-promotion will
be considered for the following study because
competencies and skills can be regarded as crucial
criteria for the presentation in career networks.
2.2 Social Networks
In the field of sociology a network generally is
understood as a set of nodes/actors that
communicate with each other (Castells, 2005). It’s
very difficult to explain the concept of virtual social
network in social science universal because there are
many definitions. There is no universal definition of
the concept of virtual social network in social
science. However, most authors agree that the use of
information and communication technologies as the
mediator of social interactions is the central
characteristic. One possible form of virtual networks
may occur on communication platforms, which are
often also referred as online communities
(Birchmeier et al., 2011).
In this study, virtual social networks can be
understood as web-based services that allow users to
create a public or partly public profile (Boyd and
Ellison, 2007). Within this network, there are
various possibilities to socially compare to other
users and to interact with them. Such systems can be
described as social software and/or online
communities (Alby, 2006). The main tasks of an
online community are development of relationships,
self-representation of the users, and search for
information (Kneidinger, 2010). There are different
types of online communities. While Facebook is
used primarily for private purposes, Xing named
itself as "the social network for business
professionals" and therefore it can be regarded as
being career-oriented in nature.
2.3 Impression Management in Social
Media
The fact that impression management is a relevant
social psychological subject for the research of
practices in web 2.0 contexts implies that the online
profile is both a central feature of social networks
WEBIST2015-11thInternationalConferenceonWebInformationSystemsandTechnologies
648
and the virtual profile of the user . Impression
management is a necessary requirement to be
identifiable by other users in social network
platforms like Xing. However, technology-mediated
impression formation is different from face-to-face-
communication since other clues become important
(Lievrouw and Livingstone, 2002). In contrast to the
latter, the user of social media may willingly choose
which personal information he or she wants to
disclose in online environments. Therefore, the user
has the chance to live out, try, change and develop
part-identities (Okdie and Guadagno, 2008).
These high levels of control of impression
formation in online profiles provide the opportunity
to more specifically and strategically managing
one’s self on networking sites in comparison to face-
to-face-communication (McKenna et al., 2002). The
open question is to what extent individual users of
social networks are aware of this opportunity (Okdie
et al., 2011). It can be assumed that individuals with
a more private self-awareness align their virtual self-
presentation more to their opinion and own attitude.
In comparison, individuals with a more objective
self-awareness are seemingly more interested to
create an appropriate public image, because for
them, impression management in public situations
and their evaluation by others play an important role.
Individuals with high levels of self-monitoring also
tend to create an appropriate public image of
themselves because it is important for them to know
how they appeal to others (Stopfer et al., 2014).
3 RESEARCH QUESTIONS
Taken together, the guiding question of the present
study is the following: In what ways is impression
management in social online networks exerted by
their users? Can the management of impressions be
regarded as rather realistic or idealized?
The study tries to shed some light on this crucial
question with a focus on the German career network
Xing. The aim of the study is to analyze the
impression management of students at Xing. We
chose this target group because networks like Xing
are likely to be a first step into the workforce. As
such, a virtual self-presentation maybe more crucial
when compared to established practitioners In
addition, it was analyzed if gender specific
differences exist in impression management
behavior of students. The starting point for the study
is, among others, the common opinion that people
present themselves in an idealized way, so that they
can present themselves in an optimal light. On the
one hand, users want to know the person behind the
profile, on the other hand, personnel managers and
organizations use the career network Xing to find,
among others, potential employees.
Four hypotheses were derived on the basis of the
research questions.
Considering the fact that Xing is a career
network and is used for professional purposes, it can
be suggested that users present themselves in an
idealized way in order to leave a positive impression
on others, especially recruiters and HR managers. In
accordance with this the first hypothesis was
formulated as follows:
H1: There is an Idealized Impression Management
of Students in the Career Network Xing.
Furthermore, impression management can extend
across the profile’s several categories. However, the
contents could be verifiable by other users to a
different degree. Accordingly, possibly users are
more likely to present oneself in an idealized way in
those categories that are more difficult to verify. In
other words: Some contents may be more
susceptible to impression formation than others. On
the basis of these considerations the following
hypothesis needs to be examined:
H2: There is a Difference in the Degree of the
Idealization between the Several Categories of the
Impression Management (Language Level, etc.).
There are gender specific differences in many areas
of virtual interactions. For example both genders
differ in the amount of the performed actions on
network sites (Alpizar et al., 2012) and furthermore
how they behave in organizations (Guadagno and
Cialdini, 2007). Therefore, gender needs to be taken
into account in this study as well. Previous studies
showed that men not only spend more time on the
Internet, but that men and women try to present
different social identities in social networks (cf.
Jones and Pittman, 1982). Therefore, hypothesis
three assumes:
H3: There is a Difference between Female and Male
Students in the Impression Management on Xing.
Finally, it seems possible that especially Economics
and Social Science students deal with Xing before
entering the career network, because their studies are
related to business issues to a larger extent and
therefore they have certain background knowledge
about online career networks: Impression
management is actually part of current Economics
and Social Science curricula. These considerations
lead to the formulation of the following hypothesis:
MoreGlitterthanGold?-AnAnalysisofVirtualImpressionManagementBehaviorinOnlineCareer-networks
649
H4: There is a Difference in the Degree of
Impression Management between Students of
Economics and Social Sciences and Other Fields of
Studies.
4 METHOD
4.1 Procedure and Subjects
Participants were acquired via various Internet
platforms such as social media sites, for example
Xing and Facebook, and online communities, such
as student forums.
The participants were asked to complete an
online survey and were informed that the study
examined how students represent themselves in
career networks such as Xing. At the end
respondents could enter their e-mail address to get
the result report of the study and to participate in a
raffle.
Overall, 121 students (including 52 men and 69
women) participated in an online survey. The
sample consists of 71 students from Economics and
Social Sciences and 50 students from a variety of
other fields of study (including law, medicine,
psychology, education, humanities, mathematics,
computer science, natural sciences). The average age
was 24.5 years. In the following, we compare men
and women as well as students from different study
fields with respect to their self-presentation.
4.2 Study Design and Instruments
Based on the hypotheses presented in section 3 a
questionnaire with 50 items was developed. The
structure of the questionnaire is shown in Table 1.
The items on subject idealization and lies relied
on validated scales by Graf (2004) and Brueckner et
al., (2008) as well as the BIDR (Balanced Inventory
of Desirable Responding). In addition, some further
items were developed in order to capture Xing-
specific characteristics on idealization.
To verify the self-representation across different
dimensions of time, various aspects of self-
idealization were assessed on the basis of various
specification options from which an average was
calculated as a part of the evaluation.
5 RESULTS
With a focus on the hypotheses illustrated above, the
following results emerge. The overall findings reveal
a very weak degree of idealization of the students’
self-presentation (see Table 2). With an average of
M = 1.37 (N = 121, SD = .44) on a 5-Point-Likert-
scale over all dimensions the results indicate a clear
tendency to a realistic virtual presentation.
Table 1: The structure of the online questionnaire.
Category Items Scale Examples
Demographic
questions
5 Diverse
Age
Gender
Field of study
Xing 13 Diverse
Usage behaviour
Number of contacts
Impression
Management &
Lying
18
Likert scale (1=strongly disagree,
5=strongly agree)
"I'm not always the person I pretend to be"
"I got too much change back and said
nothing"
"The career network Xing is an ideal
platform to get the attention of potential
employers"
Idealization 13
Likert scale (1=absolutely realistic,
5=strongly idealized)
"The number of my specified languages
is…"
"My given language levels at Xing are …"
Reason for
Idealization
1
Open, possible predetermined
answers
"Please state the reasons for the
idealization of your profile on Xing"
WEBIST2015-11thInternationalConferenceonWebInformationSystemsandTechnologies
650
Table 2: Manifestation of the different dimensions of self-presentation.
Accordingly, students practice impression
management on Xing only to a very limited extent.
The participants stated the following reasons for not
idealizing their profile: lack of time and–as a result–
outdated data, highlighting strengths or to be easily
found by recruiters, and utilization of certain
standard phrases.
Overall, self-presentation is only shown in a very
low degree, so H1 can only be partly accepted.
However, besides an overall low level of
idealization, it varies between the different
dimensions.
The dimensions investigated can be found in
Table 2 together with the related sample sizes, the
mean values and the standard deviations. With 118
persons the field ‘number of languages spoken’
shows the highest number of participants.
Simultaneously, this dimension shows only very
weak idealization (M = 1.25) and medium variation
(SD = .64) regarding the statements of spoken
languages. The strongest degree of idealization was
found in the dimension of the language levels (M =
1.59). Besides the language skills, professional
competencies and the profile picture are slightly
idealized as well (M = 1.50). Regarding the given
number of work experiences (M = 1.19), idealization
cannot be identified. Consequently, H2 is accepted.
In the context of H3, different aspects of Xing
usage by female and male subjects are analyzed. The
focus was on the willingness to idealize, existing
idealization, group membership, number of contacts,
stated information, and possession of a paid
premium account. Differences between genders
identified in other surveys could not be confirmed in
this study. Merely an–albeit weak–significant
correlation between gender and the number of
contacts was identified (r = .328, p < .05).
Accordingly, H3 is rejected.
For the comparison of different fields of studies,
the different aspects of Xing usage were analyzed.
Once again, no differences were found except for the
number of contacts. The discipline of Psychology
showed an interrelation of r = .112 (p < .05), again
the correlation is low. Furthermore, the number of
persons with a premium account is noticeably higher
for persons who study Economics (16%) than for
other fields of studies (8%).
Taken together, however, H4 is rejected, because
there are no significant differences regarding the
degrees of idealization.
The study shows additional relevant results. The
assumption that career promotion is the main reason
for using Xing was confirmed within the framework
of this study. Nearly 93 per cent of the participants
Dimensions
N Min Max M SD
Language level 116 1 5 1.59 .791
Professional competence 111 1 4 1.50 .725
Profile picture 109 1 5 1.50 .824
"I offer" 96 1 4 1.48 .696
Content “organizations” 74 1 4 1.38 .676
Interests 107 1 4 1.36 .650
N
umber of qualifications 99 1 4 1.33 .623
N
umber of “organizations” 71 1 4 1.32 .671
Content of qualifications 99 1 3 1.29 .539
Content of work experience 116 1 4 1.25 .603
N
umber of languages 118 1 4 1.25 .640
N
umber of work experiences 115 1 4 1.19 .560
Note.
1=absolutely realistic, 2=rather realistic, 3=partly, 4=rather idealized, 5=strongly idealized.
MoreGlitterthanGold?-AnAnalysisofVirtualImpressionManagementBehaviorinOnlineCareer-networks
651
Figure 1: Reasons for using Xing.
Figure 2: Influences on idealization.
stated to use Xing for work reasons. 113 persons
stated to use Xing for business contacts, whereas
only 45 subjects declared to use it for private
contacts. A precise breakdown is given in Figure 1.
More than half of all respondents (approx. 56%)
stated that they joined Xing during their first year of
study. No significant interrelation between
idealization and the students’ current semester was
found.
In addition to the analysis of the information
provided on Xing by the respondents, omissions
show an interesting picture. The analysis shows that
nearly 91% of the participants provide no portfolio
(e.g., personal data sheets, quotation of references).
In addition, most respondents do not state a motto
(73%) or any kind of distinction (69%).
Furthermore, the results show a low to moderate
correlation between idealization and the acceptance
of small lies (r = .343, p < .01, N = 121). Thus,
people who are more willing to use small lies in
normal life are also more likely to idealize their
presentation on Xing.
Regarding age, no significant correlation could
be determined with the assessed degree of
idealization. However, we found an–albeit low–
significant correlation (r = -.16, p < .10), between
age and idealization (see Figure 2). Simultaneously,
no significant interrelation between the subjects’ age
and the willingness to use small lies was detected.
Taken together, across all analyses only two
variables showed a significant correlation with
individual idealization, the subjects’ age and the
willingness to lie.
WEBIST2015-11thInternationalConferenceonWebInformationSystemsandTechnologies
652
6 DISCUSSION
The study results indicate that students present
themselves in career networks like Xing in a slightly
idealized way. However, it appears that the Xing
profile page is used for impression management only
to a small extent: The information posted on the
profile pages is more realistic than expected, even
though there are slight differences with respect to
various types of information. Thus, with regard to
this paper’s title, there seems to be only few
‘glittering’.
This could be explained by the fact that Xing is a
career network where students search for potential
employers and want to show presence on the labour
market: Data provided here, like for example work
experience and language levels, will be verified in
future job application processes and false statements
might have negative consequences. Therefore,
idealization would be useful to be selected as a
potential employee, considering that social
networking sites have become an important tool to
find additional information about applicants (Caers
and Castelyns, 2011; Davidson et al., 2011), but in
the next step may result in a negative effect.
The differences regarding various types of
information could be due to Xing’s very objective
evaluation scheme. The strongest idealizations can
be found in areas that provide some space for
interpretation (e.g. language level, competences). On
the other hand, information that is very much
standardized and can be easily verified (e.g. number
of job positions) are not subject to idealization.
Unlike prior studies showing that men and
women try to embody different desired identities in
social networks, we found no relations between
gender and degree of idealization. This might be due
to the fact that former research focused on private
social networks, whereas Xing is a dedicated
business network. More research is needed to
investigate impression management in this field. In
addition the connection between gender and the
amount of other, in this study not considered actions
on XING like posting or messaging should be
considered in further research.
The low but significant correlation between age
and the degree of idealization could be interpreted in
several ways. For instance, the curriculum vitae of
older people will be more detailed, and as a result
there is no need for idealization. In contrast, younger
people use idealization to ‘boost’ their CVs. Other
explanations include a greater proximity to one’s job
entry or maybe a growing confidence in one’s own
professional skills and thus less need for
idealization.
The present study has some limitations. First,
only users from one social network–namely Xing–
where investigated. Furthermore, the study focused
on students, thus limiting the generalizability of the
results to populations with other socio-demographic
characteristics...Second, the results of the study have
to be considered critically in the light of social
desirability. Idealization refers to an issue where a
truthful answer, despite anonymity, could lead to a
negative image. Even though there were no negative
consequences for the participants, admitting
idealization might nevertheless impact their self-
image in a negative way.
The expectation to find strongly pronounced
impression management among Xing users could
not be confirmed. While this is in line with previous
studies of other social networks like Facebook (Back
et al., 2010) where a low degree of idealization was
found as well, it is unclear whether this is due to
characteristics of the sample or the nature of
business networks such as Xing. Therefore, it would
be interesting to investigate whether people who use
business as well as private networks show different
levels of idealization or use different impression
management strategies in the two contexts. From our
findings practical implications for personnel
managers, who use Xing for the recruitment of
young academics, can be drawn. Recruiters can
assume that the information given in the profiles is
basically realistic. Nevertheless, they should be
more cautious with respect to information that
provides more leeway for interpretation, such as
language levels, where more idealization was found.
Finally, we observed a notable imbalance
regarding the presence of different professions–or
fields of study, respectively–within the Xing
network: Students from Economics and related
fields were clearly overrepresented and also used
paid premium accounts more often Possibly,
students from business-related fields tend to use
these kind of networks more often. Recruiters as
well as researchers should keep this in mind.
REFERENCES
Alby T. (2006). Web 2.0: Konzepte, Anwendungen,
Technologien. München: Hanser. S. 89.
Alpizar, K., Islas-Alvarado, R., Warren, C. W., & Fiebert,
M. S. (2012). Gender, Sexuality and Impression
Management on Facebook. International Review of
Social Sciences and Humanities, 4(1), 121-125.
Back, M. D., Stopfer, J. M., Vazire, S., Gaddis, S.,
Schmukle, S. C., Egloff, B., & Gosling, S. D. (2010).
MoreGlitterthanGold?-AnAnalysisofVirtualImpressionManagementBehaviorinOnlineCareer-networks
653
Facebook profiles reflect actual personality, not self-
idealization. Psychological science, 21(3), 372–374.
Bargh, J. A., & McKenna, K. Y. A. (2004). The Internet
and social life. Annual Review of Psychology, 55,
573–590.
Benson, V., Morgan, S. & Filippaois, F. (2013). Social
career management: Social media and employability
skills gap. Computers in Human Behavior.
Birchmeier, Z., Dietz-Uhler, B. & Stasser, G. (2011).
Introduction: A social psychological analysis of
computer-supported social interaction. In Birchmeier,
Z., Dietz-Uhler, B. & Stasser (Hrsg.). Strategic Uses
of Social Technology – An Interactive Perspective of
Social Psychology. Cambridge University Press.
Boyd, D. M., & Ellison, N. B. (2007). Social Network
Sites: Definition, History, and Scholarship. Journal of
Computer-Mediated Communication, 13(1). S.211.
Brueckner, E., Dorfner, T., Heydoplh-Breindl, C. &
Schiller, D. (2008). Gibt es eine Neigung zum Lügen?
– Ist Lügen eine Persönlichkeitseigenschaft?
Entwicklung eines Lügentests. Universität
Regensburg. Institut für experimentelle Psychologie.
Caers, R., Castelyns, V. 2011. LinkedIn and Facebook in
Belgium: The influences and biases of social network
sites in recruitment and selection procedures. Social
Science Computer Review, 29 (4), 437-448.
Castells, M. (2005). Die Internet-Galaxie: Internet,
Wirtschaft und Gesellschaft. VS, Verlag für
Sozialwissenschaften. S. 9.
Davidson, K.H., Maraist, C., Bing, M.N. 2011. Friend or
foe? The promise and pitfalls of using social
networking sites for HR decisions. Journal of Business
Psychology, 26 (2), 153-159.
Graf, A. (2004). Eine deutschsprachige Version der Self-
Monitoring-Skala. Zeitschrift für Arbeits- u.
Organisationspsychologie, 48 (3), 109–121.
Göttingen: Hogrefe.
Guadagno, R. E., & Cialdini, R. B. (2007). Gender
Differences in Impression Management in
Organizations: A Qualitative Review. Sex Roles,
56(7-8), 483–494.
Jones, E.E. & Pittman, T.S. (1982). Toward a general
theory of strategic self- presentation. In J.Suls (ed.),
Psychological perspectives on the self (Vol. 1, pp.
231–62). Hillsdale, NJ: Erlbaum.
Kneidinger, B. (2010). Facebook und Co.: Eine
Soziologische Analyse von Interaktionsformen in
Online Social Networks. Springer. S.51.
Leary, M. & Kowalski, R.M. (1990) Impression
Management: A literature review and two-component
model. Psychological Bulletin, Vol. 107(01).
Lievrouw, L. A. & Livingstone, S. (2002), Handbook of
New Media: Social Shaping and Consequences of
ICTs London: Sage Publications.
Manago, A. M., Graham, M. B., Greeneld, P. M. &
Salimkhan, G. (2008). Self-presentation and gender on
MySpace. Journal of Applied Developmental
Psychology, 29, 446–458.
McKenna, K., Green, A. & Gleason, M. (2002).
Relationship formation on the Internet: What’s the big
attraction? Journal of Social Issues, 1, 9-31.
Okdie, B. M. & Guadagno, R. E. (2008). Social Influence
and Computer Mediated Communication. In K. St.
Amant & S. Kelsey (Eds.), Handbook of Research on
Computer Mediated Communication (pp. 477-491).
Hershey, PA: IGI Global.
Okdie, B. M., Guadagno, R. E., Bernieri, F. J., Geers, A. J.
& Mclarney-Vesotski, A. R. (2011). Getting to know
you: Face-to-face vs. online interactions. Computers in
Human Behavior, 27, 153-159.
Stopfer, J. M., Egloff, B., Nestler, S. & Back, M. (2014).
Personality Expression and Impression Formation in
Online Social Networks: An Integrative Approach to
Understanding the Processes of Accuracy, Impression
Management and Meta-accuracy. European Journal of
Personality, 28, 73–94.
Van Dijck, J. (2013). You have one identity: performing
the self on Facebook and LinkedIn, Media, Culture &
Society, 35, 199-21.
WEBIST2015-11thInternationalConferenceonWebInformationSystemsandTechnologies
654
