[Abel, S. (2011).The role of social networking sites in recruitment: Results of a quantitative study among German companies. Master Thesis, Business Administration Track: Human Resource Management, School of Management and Governance University of Twente. May.]Search in Google Scholar
[Aguado, D., Rico, R., Rubio, V. J., & Fernandez, L. (2016). Applicant reactions to social network web use in personnel selection and assessment. Journal of Work and Organizational Psychology, 32(3), 183–190.10.1016/j.rpto.2016.09.001]Search in Google Scholar
[Andrews, C. (2012). Social media recruitment. Applied Clinical Trials, 21(11), 32.]Search in Google Scholar
[Baert, S. (2017). Facebook profile picture appearance affects recruiters’ first hiring decisions. New Media & Society, 20(3), 1220–1239.10.1177/1461444816687294]Search in Google Scholar
[Black, S. W., & Schmidt, G. (2016). How to stay current in social media to be competitive in recruitment and selection. Social Media in Employee Selection and Recruitment (6th ed.) (Chapter 10). Available at: https://www.researchgate.net/publication/317029678. Access: 01.03.2019.]Search in Google Scholar
[Broughton, A., Foley, B., Lendermaier, S., & Cox, A. (2013). The use of social media in the recruitment process. The Institute for Employment Studies, 11, 1–81. Available at: http://www.acas.org.uk/media/pdf/0/b/The-use-of-social-media-in-therecruit-mentprocess.pdf. Access: 1.03.2019.]Search in Google Scholar
[Brown R., V., & Vaughn, E. D. (2011). The writing on the (Facebook) wall: The use of social networking sites in hiring decisions. Journal of Business and Psychology, 2, 219. Available at: https://doi.org/10.1007/s10869-011-9221-x. Access: 01.03.2019.10.1007/s10869-011-9221-x]Search in Google Scholar
[Carpentier, M., Hoye, G. V., Stockman, S., Schollaert, E., Theemsche, B. V., & Gerd, J. (2017). Recruiting nurses through social media: Effects on employer brand and attractiveness. Journal of Advanced Nursing, 73(11), 2696–2708.10.1111/jan.13336]Search in Google Scholar
[Cerro, S., Rodríguez, C., Vidal, M., Escabrós, M., & Oberst, U. (2017). Interpersonal perception of LinkedIn profiles and employability. Aloma, 35(2), 13–22.10.51698/aloma.2017.35.2.13-22]Search in Google Scholar
[Callan, R. C. (2018).The effects of selection system characteristics and privacy needs on procedural justice perceptions: An investigation of social networking data in employee selection. PhD Thesis in Psychology. Old Dominion University, Spring.]Search in Google Scholar
[Chiang, J. K., & Suen, H. (2015). Self-presentation and hiring recommendations in online communities: Lessons from LinkedIn. Computers in Human Behavior, 48.10.1016/j.chb.2015.02.017]Search in Google Scholar
[Clark, L. A., & Roberts, S. J. (2010). Employer’s use of social networking sites: A socially irresponsible practice. Journal of Business Ethics, 95, 507–525.10.1007/s10551-010-0436-y]Search in Google Scholar
[Cooley, D., & Parks-Yancy, R. (2016). Impact of traditional and internet/social media screening mechanisms on employers’ perceptions of job applicants. Impact of traditional and internet/social media screening mechanisms on employers’ perceptions of job applicants. The Journal of Social Media in Society, 5(3), 151–160.]Search in Google Scholar
[Davison, H.K., Maraist, C. & Bing, M. N. (2011). Friend or foe? The promise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology, 26(2), 153–159.10.1007/s10869-011-9215-8]Search in Google Scholar
[Deadrick, D. L., & Stone, D. L. (2014). Human resource management: Past, present, and future. Human Resource Management Review, 24(3), 193–195. Available at: https://doi.org/10.1016/j.hrmr.2014.03.002. Access: 05.03.2019.10.1016/j.hrmr.2014.03.002]Search in Google Scholar
[Dennis, C. M. (2011). Legal implications of employee social media use. Massachusetts Law Review, 93(4), 380–396.]Search in Google Scholar
[DeKay, S. (2009). Are business-oriented social networking web sites useful resources for locating passive jobseekers? Business Communication Quarterly, 72, 101–105.10.1177/1080569908330378]Search in Google Scholar
[Diglel, A. & Yazdanifard, R. (2015). The utilization of social networking websites by companies as a hiring tool; its effectiveness and reliability from the applicants and employers perspective. European Journal of Business and Social Sciences, 4(1), 11–21.]Search in Google Scholar
[Dinesh, M. & Kumar, M. K. R. (2015). Is social media a preferable source of recruitment? An employers’ perspective with reference to IT sector in Bangalore. International Journal of Business and Administration Research Review, 2(11), 283–290.]Search in Google Scholar
[Drake, J., Hall, D., Brecton, B. & Posey, C. (2016). Job Applicants’ Information Privacy Protection Responses: Using Social Media for Candidate Screening. Job Applicants’ Information Privacy Protection Responses: Using Social Media for Candidate Screening, Transactions on Human Computer Interaction, 8(4), 160–184.10.17705/1thci.00084]Search in Google Scholar
[Drake, J. R., & Furner, C. (2015).Screening job candidates with social media: A manipulation of disclosure requests. Conference paper. Twenty-first Americas Conference on Information Systems, Puerto Rico, August.]Search in Google Scholar
[EEOC (2016).U.S. Equal Employment Opportunity Commission Strategic Enforcement Plan. Available at: https://www.eeoc.gov/eeoc/plan/sep-2017.cfm. Access: 17.03.2019.]Search in Google Scholar
[Egerová, D., & Eger, L. (2017).Recruitment through the use of corporate websites – A comparative study. In Education Excellence and Innovation Management through Vision 2020. Conference paper presented at Norristown: International Business Information Management Association, UK, December.]Search in Google Scholar
[Fowler, K. M. (2013).Scanning social networking sites as part of hiring process. PhD Thesis, Faculty of the Graduate School, Angelo State University. Spring.]Search in Google Scholar
[Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career Development International, 7(4), 243–251.10.1108/13620430210431325]Search in Google Scholar
[Haag, S., & Cummings, M. (2013).Management information systems for the information age (9th ed.). New York, NY: McGraw-Hill/Irwin.]Search in Google Scholar
[Greengard, S. (2012). Picking—and keeping—the cream of the crop: Smart strategies are needed for both recruitment and retention of talent. Human Resource Management International Digest, 20(3), 26–29.10.1108/09670731211224357]Search in Google Scholar
[Hazelton, A. S., & Terhorst, A. (2015). Legal and ethical considerations for social media hiring practices in the workplace. The Hilltop Review, 7(2), 52–59.]Search in Google Scholar
[Hebberd, L. (2017).The evolution of finding candidates. Available at: https://theundercoverrecruiter.com/evolution-finding-candidates/. Access: 02.03.2019.]Search in Google Scholar
[Henson, B., Reyns, B. W., & Fisher, B. S. (2011). Security in the 21st century examining the link between online social network activity, privacy and interpersonal victimization. Criminal Justice Review, 36(3), 253–268.10.1177/0734016811399421]Search in Google Scholar
[Hoek, J., O’Kane, P., & McCracken, M. (2016). Publishing personal information online: How employers’ access, observe and utilize social networking sites within selection procedures. Personnel Review, 45(1), 47–83.10.1108/PR-05-2014-0099]Search in Google Scholar
[Holland, P., & Jeske, D. (2017). Changing Role of Social Media at Work: Implications for Recruitment and Selection. In T. Bondarouk, J. M. Huub, & E. Ruël, Emerald Book Series, 287–309.10.1108/978-1-78714-315-920161011]Search in Google Scholar
[Hoogen, E. (2012).The Role of social media in recruitment and selection processes. BSc. Thesis, Management Studies & Education and Competence Studies, University of Rotterdam.]Search in Google Scholar
[Hyman, J. (2016). Confidentiality key when training employees on social media. The one thing you’re not going to do is stop your employees from posting and sharing. Workforce. Available at: http://www.workforce.com/2016/06/23/confidentiality-key-when-training-employees-on-social-media/. Access: 28.01.2019.]Search in Google Scholar
[Iddekinge, C. H. V., Lanivich, S. E., Roth, P. L., & Junco, E. (2013). Social media for selection? Validity and adverse impact potential of a Facebook-based assessment. Journal of Management, 42(7). Available at: https://www.researchgate.net/publication/273589034. Access: 8.03.2019.]Search in Google Scholar
[ISO 30405:2016 (2016).Human resource management – guidelines on recruitment, 1st ed. Technical Committee/Subcommittee TC 260/WG5; ISO Standards.]Search in Google Scholar
[Jennifer, D. J. (2015). From due diligence to discrimination: employer use of social media vetting in the hiring process and potential liabilities. Loyola of Los Angeles Entertainment Law Review, 35(3), 249–280.]Search in Google Scholar
[Juusola, T. (2010).Recruitment & social networking: The future for international recruitment agency. Thesis for Degree Program in International Business, Lahti University of Applied Sciences. Spring.]Search in Google Scholar
[Kaufman, B. E. (2014). The historical development of American HRM broadly viewed. Human Resource Management Review, 24(3), 196–218. Available at: https://doi.org/10.1016/j.hrmr.2014.03.003. Access: 03.03.2019.10.1016/j.hrmr.2014.03.003]Search in Google Scholar
[Kimberly, W., O’Connor, J. D., & Schmidt, G. B. (2018). Social media, data privacy and the internet of people, things and services in the workplace: A legal and organizational perspective. In The Internet of People, Things and Services Workplace Transformations (pp. 89–187). Willey Online Library: NY, USA.]Search in Google Scholar
[Kluesner, K. E. (2013).Fairness perceptions of screening social networking sites for hiring decisions. Master Thesis, Degree of Arts in Industrial and Organizational Psychology, Middle Tennessee State University.]Search in Google Scholar
[Kluemper, D. H., Rosen, P. A. & Mossholder, K. W. (2012). Social Networking Websites, Personality Ratings, and the Organizational Context: More That Meets the Eye? Journal of Applied Social Psychology, 42(5), 1143–1172.10.1111/j.1559-1816.2011.00881.x]Search in Google Scholar
[Koch, T., Gerber, C., & De Klerk, J. (2018). The impact of social media on recruitment: Are you LinkedIn?. The impact of social media on recruitment: Are you LinkedIn? SA Journal of Human Resource Management, 16.]Search in Google Scholar
[Kroeze, R. (2015).Recruitment via social media sites: A critical review and research agenda. 5th IBA Bachelor Thesis Conference, The Faculty of Behavioral, Management and Social Sciences. Enschede: University of Twente, November.]Search in Google Scholar
[Kutlu, B., Rabea, A., & Udeozor, C. R. (2018).LINKEDIN for recruitment: An examination of recruiters’ use of “Apply” and “Easy Apply” features. Conference Paper. Department of Management Information Systems, Bogazici University, Istanbul, TURKEY. October.]Search in Google Scholar
[Ladkin, A., & Buhalis, D. (2016). Online & social media recruitment: Hospitality employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), 327–345.10.1108/IJCHM-05-2014-0218]Search in Google Scholar
[Lewis, A., Thomas, B., & James, S. (2015). A critical analysis of the implementation of social networking as an e-recruitment tool within a security enterprise. Cogent Business & Management, 2, 1–21.10.1080/23311975.2015.1104904]Search in Google Scholar
[Lieber, L. D. (2011). Social media in the workplace-proactive protections for employers. Employment Relations Today, 38, 93–101. Available at: doi:10.1002/ert.20358. Access: 18.03.2019.10.1002/ert.20358]Search in Google Scholar
[Lorenz, B. (2014).If I do not like your online profile I will not hire you! Conference Paper, Institute of Informatics. Tallinn University, June.]Search in Google Scholar
[Lory, B. E. H. (2011).Employer use of Facebook as a tool in pre-employment screening of applicant: Benefits and ethical, legal, and privacy Implications. (Online) Master of Arts Thesis, Organizational Leadership. St. Catherine University. Available at: http://sophia.stkate.edu/cgi/viewcontent.cgi?article=1008&context=maol_theses. Access: 29.12.2018.]Search in Google Scholar
[Lussier, R. N. (2015).Management fundamentals: concepts, applications & skill development (7th ed.). Los Angeles, CA: SAGE. Marwick.]Search in Google Scholar
[Madera, J. M. (2012). Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions. International Journal of Hospitality Management, 31(4), 1276–1282. Available at: doi:10.1016/j.ijhm.2012.03.008. Access: 09.09.2019.10.1016/j.ijhm.2012.03.008]Search in Google Scholar
[Madejski, M., Johnson, M. L., & Bellovin, S. M. (2011). The failure of online social network privacy settings. Department of Computer Science, Columbia University.]Search in Google Scholar
[Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), 31–49. Available at: https://doi.org/10.1080/15475778.2015.998141. Access: 11.03.2019.10.1080/15475778.2015.998141]Search in Google Scholar
[Miguel, R. F. (2013). LinkedIn for hiring decisions: A content validity framework. In R. F. Miguel, The promise and perils of social media data for selection. Symposium presented at the Society for Industrial and Organizational Psychology, Houston.]Search in Google Scholar
[Nessler, M. (2014). Three ways virtual technologies are making a difference in HR. Employment Relations Today, 40, 47–52. Available at: https://doi.org/10.1002/ert.21433. Access: 02.03.2019.10.1002/ert.21433]Search in Google Scholar
[Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment, 22, 179–189.10.1111/ijsa.12067]Search in Google Scholar
[Noe, R. A., Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2014).Fundamentals of Human Resource Management (5th ed.). New York, NY: McGraw-Hill Education.]Search in Google Scholar
[Nugroho, F. E., & Trinugroho, I. (2018). Facebook contents and job recruitment: A experimental study. Jurnal Ilmiah Manajemen, 8(2), 420–428.10.22441/mix.2018.v8i2.014]Search in Google Scholar
[Ollington, N., Gibb, J., & Harcourt, M. (2013). Online social networks: An emergent recruiter tool for attracting and screening. Personnel Review, 42(3), 1–10.10.1108/00483481311320390]Search in Google Scholar
[Pallarito, K. (2014). Training for social situations; Educate workers on social media advantages, pitfalls. Business Insurance, 48.]Search in Google Scholar
[Petre, A., Osoian, C., & Zaharie, M. (2016). Applicants’ perceptions on online recruitment. Managerial Challenges of the Contemporary Society, 9(1), 63–67.]Search in Google Scholar
[Pike, J. C., Bateman, P. J., & Butler, B. S. (2014). Information from social networking sites: Context collapse and ambiguity in hiring process. Information Systems Journal, 28, 729–758.10.1111/isj.12158]Search in Google Scholar
[Pew Research Center (2018).Social media use continues to rise in developing counties but plateaus across developed ones. Retrieved from: http://www.pewglobal.org/2018/06/19/social-media-use-continues-to-rise-in-developing-countries-but-plate aus-across-developed-ones/pg_2018-06-19_global-tech_0-04/. Access: 10.01.2019.]Search in Google Scholar
[Pritchard, M. (2013).How social recruitment requires students to manage a responsible digital footprint. Refereed Discussion Paper, 18th WACE World Conference on Cooperative & Work Integrated Education, June 24–27. Durban, South Africa.]Search in Google Scholar
[Priyadarshini, C., Kumar, Y., & Jha, R. R. (2017). Employer attractiveness through social media: A phenomenological study. The Qualitative Report, 22(4), 969–983.10.46743/2160-3715/2017.2663]Search in Google Scholar
[Rana, G. (2015).Use of social media to find suitable applicants in the advertising industry. Degree Thesis, International Business, ARCADA, August.]Search in Google Scholar
[Reicher, A. (2013). The background of our being: Internet background checks in the hiring process. Berkeley Technology Law Journal, 28(1).]Search in Google Scholar
[Reiners, T. A. (2013).Social network perception alignment of e-recruiters and potential Applicants. 46th Hawaii International Conference on System Sciences, 4576–4585.10.1109/HICSS.2013.490]Search in Google Scholar
[Roberts, G., & Sambrook, S. (2014). Social networking and HRD. Human Resource Development International, 17, 577–587. Available at: doi:10.1080/13678868.2014.969504. Access: 27.01.2019.10.1080/13678868.2014.969504]Search in Google Scholar
[Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2013). Social media in employee selection-related decisions a research agenda for uncharted territory. Journal of Management, 20(10), 1–30.]Search in Google Scholar
[Rosoiu, O., & Popescu, C. (2016). E-recruiting platforms: Features that influence the efficiency of online recruitment systems. Informatica Economică, 20(2), 46–56.10.12948/issn14531305/20.2.2016.05]Search in Google Scholar
[Roulin, N., & Levashina, J. (2018). LinkedIn as a new selection method: Psycho-metric properties and assessment approach, Personnel Psychology, 17, 322–331.]Search in Google Scholar
[Roulin, N., & Bangerter, A. (2013). Social networking websites in personnel selection: A signaling perspective on recruiters’ and applicants’ perceptions. Personnel Psychology, 12(3).10.1027/1866-5888/a000094]Search in Google Scholar
[Sameen, S., & Cornelius, S. (2013). Social networking sites and hiring: How social media profiles influence hiring decisions. Journal of Business Studies Quarterly, 7(1).]Search in Google Scholar
[Schmidt, G. B., & O’Connor, K. W. (2016). Legal concerns when considering social media data in selection. In R. Landers, G. Schmidt (ed.), Social Media in Employee Selection and Recruitment. Available at: https://link.springer.com/chapter/10.1007/978-3-319-29989-1_13. Access: 23.01.2019.]Search in Google Scholar
[Schneider, T. J. (2015).Social networking sites and personnel selection: An initial validity assessment. PhD Thesis, Doctor of Philosophy, Industrial/Organizational Psychology, The School of Graduate and Postdoctoral Studies, The University of Western Ontario. December.]Search in Google Scholar
[Sinar, E. F. (2013). What LinkedIn links to: Connecting virtual profiles to actual performance. In R. F. Miguel, The promise and perils of social media data for selection. Symposium presented at the Society for Industrial and Organizational Psychology, Houston.]Search in Google Scholar
[Sinar, E. F., & Winter, J. (2012). Social media and selection: How on-line information helps and hurts your hiring process. DDI Directions, 1–9. Available at: http://www.imakenews.com/ddi/e_article002559717.cfm?x=b11,0. Access: 23.02. 2019.]Search in Google Scholar
[Smith, W. P., & Kidder, D. L. (2010). You’ve been tagged! (Then again, maybe not): Employers and Facebook. Business Horizons, 53, 491–499.10.1016/j.bushor.2010.04.004]Search in Google Scholar
[Spellmann, E. (2018).How to leverage social media to benefit your business. Paper presented at Ranger College Erath County, Stephenville, TX.]Search in Google Scholar
[Stephanie L. B. & Schmid, G. B. (2016).How to stay current in social media to be competitive in recruitment and selection. In: Social Media in Employee Selection and Recruitment. Springer International Publishing: Switzerland 2016 R.N. Landers, G.B. Schmidt (ed.). DOI: 10.1007/978-3-319-29989-1_1010.1007/978-3-319-29989-1_10]Search in Google Scholar
[Slovensky, R., & Ross, W. H. (2012). Should human resource managers use social media to screen job applicants? Managerial and legal issues in the USA. Info, 14, 55–69.10.1108/14636691211196941]Search in Google Scholar
[Society for Human Resources Management (SHRM) (2016a). SHRM survey findings: Using social media for talent acquisition: Recruitment and screening. January 7, 2016. Available at: https://www.shrm.org/research/surveyfindings/pages/social-media-recruiting-screening-2015.aspx. Assess: 28.02.2019.]Search in Google Scholar
[Society for Human Resources Management (SHRM) (2016b). The SHRM body of competency and knowledge. Available at: https://www.shrm.org/Documents/SHRMBoCK-FINAL.pdf. Access: 13.03.2019.]Search in Google Scholar
[Society for Human Resources Management (SHRM) (2011). The use of social networking websites and online search engines in screening job candidates. SHRM Staffing Research, August.]Search in Google Scholar
[Statista (2015).Twitter: number of monthly active users 2014 | Statistic. [online] Available at: http://www.statista.com/statistics/282087/number-of-monthly-active-twitter-users/. Access: 15.03.2019.]Search in Google Scholar
[Stoughton, J. W., Thompson, L. F., & Meade, A. W. (2015). Examining applicant reactions to the use of social networking websites in pre-employment screening. Journal of Business and Psychology, 31. Available at: DOI: 10.1007/s10869-013-9333-6. Access: 10.03.2019.10.1007/s10869-013-9333-6]Search in Google Scholar
[Suen, H. (2018). How passive job candidates respond to social networking site screening. Computers in Human Behavior, 85, 396–404.10.1016/j.chb.2018.04.018]Search in Google Scholar
[Sylva, H., & Mol, S. T. (2009). E-recruitment: A study into applicant perceptions of an online application system. International Journal of Selection and Assessment, 17(3), 311–323. Available at: http://dx.doi.org/10.1111/j.1468-2389.2009.00473.x. Access: 9.03.2019.10.1111/j.1468-2389.2009.00473.x]Search in Google Scholar
[Take the Work Out of Hiring. (2017). Available at: https://www.facebook.com/business/news/take-the-work-out-of-hiring. Access: 10.03.2019.]Search in Google Scholar
[Tecassala, V. (2013).The use of social networking sites as a tool for employers in screening job candidates during the recruiting process: The ethical dilemma. Irish perspective. MSc. Thesis in Management, National College of Ireland, August.]Search in Google Scholar
[Vidros, S., Kolias, C., & Kambourakis, G. (2016). Online recruitment services: Another playground for fraudsters. Computer Fraud & Security, 3, 8–13. Available at: http://dx.doi.org/10.1016/S1361-3723(16)30025-2. Access: 01.02.2019.10.1016/S1361-3723(16)30025-2]Search in Google Scholar
[Villeda, M., & McCamey, R. (2019). Use of social networking sites for recruiting and selecting in the hiring process. International Business Research, 12(3), 66–78.10.5539/ibr.v12n3p66]Search in Google Scholar
[Vroman, M., Stulz, K., Hart, C., & Stulz, E. (2016). Employer liability for using social media in hiring decisions. Journal of Social Media for Organizations, 3(1), 1–12.]Search in Google Scholar
[Wade, J. (2016).Social media and selection: How does new technology change an old game? Working paper series no. 61. Clemson University, February. Available at: https://tigerprints.clemson.edu/all_dissertations/1763. Access: 22.02.2019.]Search in Google Scholar
[Wang, Y., Norcie, G., Komanduri, S., Acquisti, A., Leon, P. G., & Cranor, L. F. (2011). I regretted the minute I pressed share: A qualitative study of regrets on Facebook. In Proceedings of the Seventh Symposium on Usable Privacy and Security, ACM.10.1145/2078827.2078841]Search in Google Scholar
[Willey, L., White, B. J., Domagalski, T. & Ford, J. C. (2012). Candidate screening, information technology and the law: Social media considerations. Issues in Information Systems, 13(1), 300–309.]Search in Google Scholar
[Wolk, D. (2004). Social networking sites pique the interest of company recruiters. Workforce Management [e-journal] 83, 70–73.]Search in Google Scholar
[Youngman, J. F. (2017). The use and abuse of pre-employment personality tests. Business Horizons, 60(3), 261–269. Available at: https://doi.org/10.1016/j.bushor.2016.11.010. Access: 15.03.2019.10.1016/j.bushor.2016.11.010]Search in Google Scholar
[Zhu, Y., & Chen, H. (2015). Social media and human need satisfaction: Implications for social media marketing. Business Horizons, 58(3), 335–345. Available at: https://doi.org/10.1016/j.bushor.2015.01.006. Access: 25.02.2019.10.1016/j.bushor.2015.01.006]Search in Google Scholar
[Zide, J., Elman, B., & Shahani-Denning, C. (2014). LinkedIn and recruitment: how profiles differ across occupations. Employee Relations, 36(5), 583–604. Available at: https://doi.org/10.1108/ER-07-2013-0086. Access: 27.02.2019.10.1108/ER-07-2013-0086]Search in Google Scholar
[Zubielqui, C. G., Fryges, H., & Jones, J. (2017). Social media, open innovation & HRM: Implications for performance. Technological Forecasting and Social Change, 8(3), 1–14.]Search in Google Scholar
et 