Hannah Teja, D. Powell, Leanne S. Son Hing, P. Hausdorf
{"title":"Self-Promotion in the Structured Interview – No Evidence of Differential Effects for Men and Women","authors":"Hannah Teja, D. Powell, Leanne S. Son Hing, P. Hausdorf","doi":"10.1027/1866-5888/a000315","DOIUrl":null,"url":null,"abstract":"Abstract. During employment interviews, candidates often use impression management tactics to influence how they are perceived by the interviewer. Previous research suggests that certain impression management tactics, specifically self-promotion, may work more successfully for men than for women, which is problematic as it can result in hiring discrimination against women. In this registered report, we used an experimental design ( N = 831) to examine gender differences in the success of self-promotion tactics and whether using a structured rating process can mitigate this effect. However, our results did not replicate the pattern of effects found in previous studies; the interaction of gender and self-promotion was not significant. These findings support previous research, which found that structured interviews are resistant to gender bias.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":2.2000,"publicationDate":"2023-03-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Personnel Psychology","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1027/1866-5888/a000315","RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 1
Abstract
Abstract. During employment interviews, candidates often use impression management tactics to influence how they are perceived by the interviewer. Previous research suggests that certain impression management tactics, specifically self-promotion, may work more successfully for men than for women, which is problematic as it can result in hiring discrimination against women. In this registered report, we used an experimental design ( N = 831) to examine gender differences in the success of self-promotion tactics and whether using a structured rating process can mitigate this effect. However, our results did not replicate the pattern of effects found in previous studies; the interaction of gender and self-promotion was not significant. These findings support previous research, which found that structured interviews are resistant to gender bias.