Existing literature highlights the significance of LinkedIn’s contribution to increasing employability and career development. However, scant research has been conducted on the use of LinkedIn and career expectations. In this study, we examined LinkedIn use’s impact on career performance expectations and how gender differences affect this influence.
We based our study on social cognitive career theory, the technology acceptance model and the theory of reasoned action. We used structural equation modeling, employing data from 515 employees of the largest companies in Portugal.
Our findings show that the perceived ease of use of LinkedIn and the attitude towards its use are significantly related to LinkedIn use. The results support the hypothesis that LinkedIn use is positively related to career performance expectations. Finally, we found a significant gender difference in the effect of LinkedIn use on career expectations, contributing to the discourse on gender stereotypes within work- and technology-related issues.
Considering the important role of LinkedIn in career performance expectations, employers should adopt LinkedIn practices for human resource management, such as recruitment processes using LinkedIn.
Regarding gender differences, the results show that men using LinkedIn have higher career performance expectations than women. Companies should implement policies to address gender stereotypes at work.
This study expands the research on LinkedIn use within the fields of work and employment, specifically regarding career expectations. By integrating three theoretical perspectives, this research offers a comprehensive framework to analyze LinkedIn use’s contribution to career performance expectations. Additionally, the study provides a better understanding of technology- and career-related gender differences.
