Facebook Use Predicts Declines in Subjective Well-Being in Young Adults.


Abstract

Over 500 million people interact daily with Facebook. Yet, whether Facebook use influences subjective well-being over time is unknown. We addressed this issue using experience-sampling, the most reliable method for measuring in-vivo behavior and psychological experience. We text-messaged people five times per day for two-weeks to examine how Facebook use influences the two components of subjective well-being: how people feel moment-to-moment and how satisfied they are with their lives. Our results indicate that Facebook use predicts negative shifts on both of these variables over time. The more people used Facebook at one time point, the worse they felt the next time we text-messaged them; the more they used Facebook over two-weeks, the more their life satisfaction levels declined over time. Interacting with other people “directly” did not predict these negative outcomes. They were also not moderated by the size of people’s Facebook networks, their perceived supportiveness, motivation for using Facebook, gender, loneliness, self-esteem, or depression. On the surface, Facebook provides an invaluable resource for fulfilling the basic human need for social connection. Rather than enhancing well-being, however, these findings suggest that Facebook may undermine it.

Discussion

Within a relatively short timespan, Facebook has revolutionized the way people interact. Yet, whether using Facebook predicts changes in subjective well-being over time is unknown. We addressed this issue by performing lagged analyses on experience sampled data, an approach that allowed us to take advantage of the relative timing of participants’ naturally occurring behaviors and psychological states to draw inferences about their likely causal sequence [17][18]. These analyses indicated that Facebook use predicts declines in the two components of subjective well-being: how people feel moment to moment and how satisfied they are with their lives.

Critically, we found no evidence to support two plausible alternative interpretations of these results. First, interacting with other people “directly” did not predict declines in well-being. In fact, direct social network interactions led people to feel better over time. This suggests that Facebook use may constitute a unique form of social network interaction that predicts impoverished well-being. Second, multiple types of evidence indicated that it was not the case that Facebook use led to declines in well-being because people are more likely to use Facebook when they feel bad—neither affect nor worry predicted Facebook use and Facebook use continued to predict significant declines in well-being when controlling for loneliness (which did predict increases in Facebook use and reductions in emotional well-being).

Would engaging in any solitary activity similarly predict declines in well-being? We suspect that they would not because people often derive pleasure from engaging in some solitary activities (e.g., exercising, reading). Supporting this view, a number of recent studies indicate that people’sperceptions of social isolation (i.e., how lonely they feel)—a variable that we assessed in this study, which did not influence our results—are a more powerful determinant of well-being than objectivesocial isolation [25]. A related question concerns whether engaging in any Internet activity (e.g., email, web surfing) would likewise predict well-being declines. Here too prior research suggests that it would not. A number of studies indicate that whether interacting with the Internet predicts changes in well-being depends on how you use it (i.e., what sites you visit) and who you interact with [26].

Future research

Although these findings raise numerous future research questions, four stand out as most pressing. First, do these findings generalize? We concentrated on young adults in this study because they represent a core Facebook user demographic. However, examining whether these findings generalize to additional age groups is important. Future research should also examine whether these findings generalize to other online social networks. As a recent review of the Facebook literature indicated [2] “[different online social networks] have varied histories and are associated with different patterns of use, user characteristics, and social functions (p. 205).” Therefore, it is possible that the current findings may not neatly generalize to other online social networks.

Second, what mechanisms underlie the deleterious effects of Facebook usage on well-being? Some researchers have speculated that online social networking may interfere with physical activity, which has cognitive and emotional replenishing effects [27] or trigger damaging social comparisons[8][28]. The latter idea is particularly interesting in light of the significant interaction we observed between direct social contact and Facebook use in this study—i.e., the more people interacted with other people directly, the more strongly Facebook use predicted declines in their affective well-being. If harmful social comparisons explain how Facebook use predicts declines in affective well-being, it is possible that interacting with other people directly either enhances the frequency of such comparisons or magnifies their emotional impact. Examining whether these or other mechanisms explain the relationship between Facebook usage and well-being is important both from a basic science and practical perspective.

Finally, although the analytic approach we used in this study is useful for drawing inferences about the likely causal ordering of associations between naturally occurring variables, experiments that manipulate Facebook use in daily life are needed to corroborate these findings and establish definitive causal relations. Though potentially challenging to perform—Facebook use prevalence, its centrality to young adult daily social interactions, and addictive properties may make it a difficult intervention target—such studies are important for extending this work and informing future interventions.

Caveats

Two caveats are in order before concluding. First, although we observed statistically significant associations between Facebook usage and well-being, the sizes of these effects were relatively “small.” This should not, however, undermine their practical significance [29]. Subjective well-being is a multiply determined outcome—it is unrealistic to expect any single factor to powerfully influence it. Moreover, in addition to being consequential in its own right, subjective well-being predicts an array of mental and physical health consequences. Therefore, identifying any factor that systematically influences it is important, especially when that factor is likely to accumulate over time among large numbers of people. Facebook usage would seem to fit both of these criteria.

Second, some research suggests that asking people to indicate how good or bad they feel using a single bipolar scale, as we did in this study, can obscure interesting differences regarding whether a variable leads people to feel less positive, more negative or both less positive and more negative. Future research should administer two unipolar affect questions to assess positive and negative affect separately to address this issue.

Concluding Comment

The human need for social connection is well established, as are the benefits that people derive from such connections . On the surface, Facebook provides an invaluable resource for fulfilling such needs by allowing people to instantly connect. Rather than enhancing well-being, as frequent interactions with supportive “offline” social networks powerfully do, the current findings demonstrate that interacting with Facebook may predict the opposite result for young adults—it may undermine it.

Source: PLOS one

 

 

 

 

 

How Your Smartphone Could Get You a Job.


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Keith Gormley wasn’t looking for a new job on a day last fall when he used his iPhone to pull up the Indeed.com job-search app during his morning commute.

“I was bored, and maybe Twitter wasn’t as active as usual. I was just flipping through to see what jobs were out there,” he said.

A social-media position at Prudential Financial Inc. PRU +4.61% caught Mr. Gormley’s eye. He clicked through to the financial-services firm’s career site, then did some research on Twitter and LinkedIn. A few days later, he applied for the job from his home computer. By December the 31-year-old had been hired.

Technology-research firm IDC has predicted that mobile devices will overtake desktop and laptop computers as Americans’ preferred method for accessing the Internet by 2015. And as Web traffic migrates to smartphones and tablets, employers are rushing to develop mobile versions of their career websites, apps with interactive career content such as games and workplace tours, and simplified versions of job applications that can more easily be completed on a hand-held device.

Companies and recruiting experts believe mobile recruiting will help them engage candidates who may otherwise fall through the cracks: lower-wage and younger workers who may not have computers at home but are glued to their smartphones, as well as the coveted passive candidates—people like Mr. Gormley who are already employed—who might casually explore their options while they are off the clock.

“People are getting used to going online while sitting on a bus or waiting for an airplane. And if you hate your job, it’s so easy to pull out your phone and see what else is out there,” said Cindy Cloud, senior manager of employment-branding and marketing at Informatica Corp.,INFA -0.44% a Silicon Valley data integration firm. “We think mobile is the next big area for recruiting.”

That is good news for employers: A 2011 paper from economists Peter Kuhn and Hani Mansour shows that online job-search is now starting to make the labor market more efficient as candidates are more quickly matched to jobs. The development has likely increased because of the popularity of social networking, the authors said.

“Any company that hasn’t started to address mobile recruiting is at least a year behind,” said Elaine Orler, an expert in recruiting technology and president of the Talent Function Group, a human resources consulting firm. “This is the connectivity that job seekers expect now.”

That may be, but it isn’t widespread just yet. In January, iMomentous, a developer of mobile career sites, found that 167, or 33%, of Fortune 500 companies had career portals that were optimized in even the most basic way—that is, sized to fit a smartphone screen. Still, it was an improvement over a year earlier, when 65 companies had mobile optimized career sites.

The biggest challenge is creating a streamlined user experience. After all, filling in dozens of fields and taking assessment tests is annoying enough with a traditional keyboard; it is even more cumbersome with a tiny screen and touch-based keyboard.

McDonald’s Corp. MCD -0.93% tried to simplify the application process for mobile job candidates. While the mobile application asks for the same information as the desktop one—both versions take 30 to 35 minutes to complete—more than 30 fields were altered to provide dropdown menus rather than free-text boxes, and calendars were added that automatically populate queries in the correct format.

“With the hiring volume we have, it’s much easier when someone comes into a restaurant and can apply right there on a phone instead of filling out a paper application,” said Nicholas Statler, director of employment strategy at McDonald’s. It also cuts down on the time managers spend on new applicants since the managers no longer need to input all the information into a computer.

When the restaurant chain launched its first mobile career site in 2008, three million people visited it and 24,000 people used it to submit applications, said Mr. Statler. By 2012, those figures had jumped to 30 million visits and two million applications. Now, it brings in a little over 10% of total applications.

This development isn’t just about technology. Friction in the labor market—the phrase economists use to describe inefficiencies in matching employers with people looking for jobs—might be eased if companies with low-skill, high-turnover jobs make it easier for job seekers to find and apply for openings, said Richard Freeman, a labor economist at Harvard University who has studied online job markets.

Firms are finding that, for higher-skilled positions too, candidates now expect the easy access of mobile job-searching and applications.

Macy’s Inc. M +10.63% developed its first mobile optimized career page in 2011 to target 700 hires like software developers and marketers it was making for its e-commerce group. Only after that experiment worked did it roll out a mobile page for hourly workers, in 2012, said Michelle Cantor, director of employment process and jobs.com. Today, 20% to 25% of all applicants to Macy’s apply on mobile devices.

This development goes hand in hand with two other transformative technology trends: social networking and cloud computing.

A February 2013 report from market-research firm Nielsen found that 63% of Americans access social-networking sites like LinkedIn or Facebook FB -1.56% on their mobile devices. With job opportunities shared widely across these sites—and recruiters relying on them to reach out to prospects—more candidates are hearing about openings on their phones and tablets.

“If our recruiters send a message via LinkedIn, we know it’s likely they’re going to get it on their phone,” said Brett Underhill, director of recruiting programs at Prudential.

Employers are also starting to experiment with the next frontiers of mobile recruiting: using QR codes and text-messaging, two capabilities that are specifically geared to smartphones.

McDonald’s and Macy’s are both integrating QR codes into their hiring ads, so that job seekers or customers can walk into a store, scan the code they see on a poster, and be sent directly to the openings available at that location. With text messaging, applicants can text a phone number listed, for example, on a bus advertisement and immediately receive a link to job openings.

“These are marketing techniques that are now being applied to jobs,” said Ms. Orler.

Source: WSJ

 

Dynamic spread of happiness in a large social network: longitudinal analysis over 20 years in the Framingham Heart Study.


Abstract

Objectives To evaluate whether happiness can spread from person to person and whether niches of happiness form within social networks.

Design Longitudinal social network analysis.

Setting Framingham Heart Study social network.

Participants 4739 individuals followed from 1983 to 2003.

Main outcome measures Happiness measured with validated four item scale; broad array of attributes of social networks and diverse social ties.

Results Clusters of happy and unhappy people are visible in the network, and the relationship between people’s happiness extends up to three degrees of separation (for example, to the friends of one’s friends’ friends). People who are surrounded by many happy people and those who are central in the network are more likely to become happy in the future. Longitudinal statistical models suggest that clusters of happiness result from the spread of happiness and not just a tendency for people to associate with similar individuals. A friend who lives within a mile (about 1.6 km) and who becomes happy increases the probability that a person is happy by 25% (95% confidence interval 1% to 57%). Similar effects are seen in coresident spouses (8%, 0.2% to 16%), siblings who live within a mile (14%, 1% to 28%), and next door neighbours (34%, 7% to 70%). Effects are not seen between coworkers. The effect decays with time and with geographical separation.

Conclusions People’s happiness depends on the happiness of others with whom they are connected. This provides further justification for seeing happiness, like health, as a collective phenomenon.

 

What is already known on this topic

  • Previous work on happiness and wellbeing has focused on socioeconomic and genetic factors
  • Research on emotional contagion has shown that one person’s mood might fleetingly determine the mood of others
  • Whether happiness spreads broadly and more permanently across social networks is unknown
  • Happiness is a network phenomenon, clustering in groups of people that extend up to three degrees of separation (for example, to one’s friends’ friends’ friends)
  • Happiness spreads across a diverse array of social ties
  • Network characteristics independently predict which individuals will be happy years into the future

What this study adds

 

 

Source: BMJ