Self-Promotion in the Structured Interview – No Evidence of Differential Effects for Men and Women

IF 2.2 4区 心理学 Q2 PSYCHOLOGY, APPLIED Journal of Personnel Psychology Pub Date : 2023-03-08 DOI:10.1027/1866-5888/a000315
Hannah Teja, D. Powell, Leanne S. Son Hing, P. Hausdorf
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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.
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结构化面试中的自我提升——没有证据表明对男性和女性有不同的影响
摘要在求职面试中,求职者经常使用印象管理策略来影响面试官对他们的看法。先前的研究表明,某些印象管理策略,特别是自我推销,对男性来说可能比对女性更成功,这是有问题的,因为它可能会导致对女性的雇佣歧视。在这份注册报告中,我们使用了一项实验设计(N=831)来检验自我推销策略成功的性别差异,以及使用结构化的评级过程是否可以减轻这种影响。然而,我们的结果并没有复制先前研究中发现的效应模式;性别与自我提升的交互作用不显著。这些发现支持了之前的研究,该研究发现结构化访谈能够抵制性别偏见。
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来源期刊
Journal of Personnel Psychology
Journal of Personnel Psychology PSYCHOLOGY, APPLIED-
CiteScore
2.80
自引率
0.00%
发文量
21
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