Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

IF 4 2区 心理学 Q2 MANAGEMENT European Journal of Work and Organizational Psychology Pub Date : 2015-05-04 DOI:10.1080/1359432X.2014.915215
Pia V. Ingold, M. Kleinmann, Cornelius J. König, Klaus G. Melchers
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引用次数: 57

Abstract

The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.
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我们应该继续还是停止反对自我表现?择优情境下的印象管理和作假及其与工作绩效关系的证据
应聘者在求职面试和人格调查中的自我表现策略一直是招聘研究的热点问题。目前的研究调查了这两种选择设备的自我表现。具体来说,我们研究了在面试中使用印象管理(IM)策略的候选人是否在性格调查中表现得更虚伪,以及两种形式的自我表现与工作绩效的关系是否相似。数据是在模拟的选择过程中收集的,包括在申请人条件下的面试和在申请人条件下管理的性格清单,然后用于研究目的。因为所有的参与者都是有工作的,我们也能够从他们的主管那里收集工作表现评级。在面试中使用即时通讯工具的求职者在性格测试中也表现出更多的虚假。重要的是,作假与主管的工作绩效评级呈正相关,但IM无关。因此,这项研究引发了对自我表现更平衡的观点的争论。
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来源期刊
CiteScore
8.00
自引率
2.30%
发文量
40
期刊介绍: The mission of the European Journal of Work and Organizational Psychology is to promote and support the development of Work and Organizational Psychology by publishing high-quality scientific articles that improve our understanding of phenomena occurring in work and organizational settings. The journal publishes empirical, theoretical, methodological, and review articles that are relevant to real-world situations. The journal has a world-wide authorship, readership and editorial board. Submissions from all around the world are invited.
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