Impression management in the resume and its cover letter

Eighty-one managers read application materials arrayed in a 2 (impression management versus nonimpression management cover letter) x 2 (impression management versus nonimpression management resume) x 2 (high versus low self-monitor) design and completed a survey on their perceptions. Managers rated the impression management cover letter negatively on several perceptions but positively on self-confidence. They rated the impression management resume negatively almost across the board. Implications were discussed in terms of the apparently counterproductive role of impression management in the resume but a limited possible role in the cover letter.     

Perceived competence and impression management: Testing the mediating and moderating mechanisms

Using a diverse and unique sample of triads (N = 191 self, peer, and supervisor reports) from a field survey of two service sector organisations, this study examined the effects of perceived competence (self‐reported) and supervisor‐rated performance ratings on peer‐rated impression management. The study also tested the mediating role of performance in competence–impression management relationships and the moderating role of job satisfaction (self‐reported) in performance–impression management relationships using bootstrapping techniques. The study further examined the conditional indirect effects (i.e., moderated mediation) of perceived competence on impression management. The sample consisted of white collar employees from a government organisation and a leading cellular company in a developing country (i.e., Pakistan). Employees with low perceived competence were more likely to use impression management tactics than were those with high perceived competence. Similarly, poor performance ratings produced high impression management. Moreover, performance mediated the relationship between competence and impression management. The findings also suggest that perceived competence has a negative indirect effect on impression management for those with high levels of job satisfaction. Finally, impression management was highest when performance and satisfaction were low.     

Different consequences of supplication and modesty: Self-effacing impression management behaviors and supervisory perceptions of subordinate personality

Although modesty and supplication are both self-effacing impression management behaviors for underplaying one’s strengths, they are likely to result in different supervisory perceptions. In an examination of the effects of modesty and supplication in the same working sample, the results from a Chinese sample of supervisor–subordinate dyads (n = 88) showed that while modesty is positively related to supervisor perceptions of a subordinate’s Agreeableness and Conscientiousness, supplication is negatively related to supervisory perceptions of Agreeableness. In addition, supervisors differentially weigh supplication and modesty when assessing Agreeableness versus Conscientiousness. Results from this study suggest that subordinates may use modesty to strive for a positive impression, but they should be cautious about adopting supplication as an impression management tactic.     

Perceived Success and Competence of the Opponent,or the Laboratory Dien Bien Phu1

The effect of information relevance and information availability on perceptual differences between Chinese and American nationals was investigated. Subjects participated in pairs as decision makers in a complex experimental environment. Participants' perceptions of success, failure, and competence levels for their own team (under conditions where judgments could be based on varying levels of relevant information) and for a supposed opposing team (under conditions where perceptions had to be inferred in the absence of information) were obtained. It was found that Americans and Chinese did not differ in ratings of their own team. Chinese, as opposed to Americans, perceived the opposing team as having more success, less failure, and more competence. The perceptual errors of the French and Viet Minh which led t o the defeat of the French at Dien Bien Phu were replicated in the laboratory for Americans and Chinese. Areas in which such potential cultural (oriental versus occidental) differences might be important are mentioned.     

Dodging the double bind: the role of warmth and competence on the relationship between interview communication styles and perceptions of women’s hirability

In two studies we examine how feminine, masculine and hybrid impression management tactics affect perceptions of job applicants in interview settings. Study 1 (N = 133) results indicated that a hybrid tactic was more effective than a feminine tactic to portray competence. Similarly, a hybrid tactic was more effective than a masculine tactic to portray warmth. Further, perceptions of competence and warmth predicted ratings of likability and hirability. Study 2 (N = 222) replicated Study 1 and showed that applicant gender did not affect the results. The results indicated that hybrid tactics enable members of both genders to appear competent and warm in an interview.     

Not Simply in the Eye of the Beholder: Authenticity as a Product of Candidate Preference and Unfettered Speech

Authenticity has emerged over recent decades as a prominent theme in both the press and in political research—and peaked in the 2016 presidential contest that pitted Donald Trump against Hillary Clinton, Bernie Sanders, Marco Rubio, and Ted Cruz. In this context, we attempted to answer the question: How do voters judge a presidential candidate's authenticity? Here we use motivated reasoning and correspondent inference theory as theoretical frameworks to examine how partisan preference combines with perceptions of unfettered speech and strategic impression management to influence voter judgments of a candidate's authenticity. An online survey of 525 respondents demonstrated that individuals' partisan preferences influenced both judgments of a candidate's authenticity and their perceptions of behaviors signifying authenticity (use of unfettered speech versus strategic impression management). These behavioral signals partially mediated the relation between candidate preferences and authenticity judgments. Moreover, voters, given their partisan preferences, differentially weighted candidates' use of unfettered speech and strategic impression management tactics in their judgments of authenticity. Finally, unfiltered/politically incorrect speech was found to have both positive and negative effects on authenticity judgments. Findings further elucidate the nature of authenticity as perceived in others and identify intermediary variables and boundary conditions that influence those perceptions.     

情境公开性与印象管理动机对建议采纳的影响

实验1和实验2分别探讨在公开和匿名条件下期望印象和印象标签对建议采纳的影响。结果表明：（1）期望印象会影响建议采纳，在公开情境中，当个体期望形成温暖的印象时，会更多采纳建议；当个体期望形成能力印象时，建议采纳程度更低。（2） 印象标签会影响建议采纳，在公开情境中，当个体期望维持原有的温暖印象时，会更多采纳建议；个体期望维持原有的能力印象时，建议采纳程度更低。本研究证明建议采纳过程中存在印象管理机制。     

Accentuation and sensitization effects in the categorization of multifaceted stimuli

Categorization affects perceptions in ways that are assumed to underlie social stereotypes. Research on categorization, however, has focused either on very simple stimuli or on judgmental tasks that focus attention only on single dimensions. To more fully understand the role of categorization in social perception, it is important to examine its effects in the case of multifaceted stimuli and holistic judgments. In 3 studies, participants formed an impression of a focal category of multifaceted stimuli either by itself or in the context of another category. They then judged the typicality of exemplars to the focal category. Results showed that categorization in the presence of a context produced both accentuation and sensitization effects: Participants accentuated between-category differences on relevant dimensions, and they were less sensitive to exemplar differences on irrelevant dimensions.     

Warmth and competence in animals

Social‐perception dimensions may explain human‐animal relationships because animals show intent toward humans (social perception's warmth dimension) and, consequently, their potential effect on humans is relevant (competence dimension). After reviewing current literature about perceptions of animals’ ascribed intentions and abilities, three studies tested the Stereotype Content Model (SCM) (Fiske, Cuddy, Glick, & Xu, 2002) and the Behaviors from Intergroup Affect and Stereotypes Map (Cuddy, Fiske, & Glick, 2007) regarding animal targets. Study 1 found a four‐cluster SCM structure. Warmth and competence judgments predicted specific emotions and behavioral tendencies toward animals (Study 2). Study 3 supported associations between animals and social groups based on their respective perceived warmth and competence. Taken together, results showed the relevance of SCM dimensions for social perception of animals.     

Intrinsic motivation among regular, special, and alternative education high school students.

This study examined motivationally related variables among three types of high school students. In particular, students' perceptions of competence, control, parental autonomy support, teacher autonomy support, peer autonomy support, and academic coping were investigated. Two hundred fifty-one juniors and seniors (104 regular education, 93 alternative education, and 54 special education) from a large Southern California school district participated. Significant group differences were found on measures of perceived competence, academic coping, and parental autonomy support. Specifically, regular education students had a higher level of self-reported academic competence than did special education students. Further, regular education and special education students reported that their parents were more involved in their lives as compared with alternative education students. Finally, regular education students reported a higher level of academic anxiety than did special education and alternative education students; however, regular education students had the highest level of positive coping. The implications of these findings are discussed.     

Group Communication During Resource Dilemmas: 4: The Effect of Group Size

Previous theory and research implies that increasing the size of groups facing resource dilemmas results in poorer outcomes, but no previous study has allowed for communication among group members. The present study relates group size with communication content, task outcomes, and participant perceptions of their experience. With communication, actual group size was irrelevant; to the extent that groups chose to cooperate, outcomes were more equal within groups and participants had more positive perceptions. Greater information exchange and negative maintenance talk was related with less equal outcomes and more negative perceptions; more discussion relevant to specific strategy was associated with more equal outcomes. Findings are instructive concerning the genesis and role of group cooperation.     

The Eye of the Beholder: Romantic Goals and Impression Biases

Four experiments investigated the effects of romantic goals on task and social impression formation. The clouded judgment hypothesis holds that romantic goals encourage positive biases on less relationship-relevant dimensions (e.g., task competence). The default positivity hypothesis holds that romantic goals encourage positivity biases on relationship-relevant dimensions in the absence of relevant information. The selective accuracy hypothesis posits that romantic goals encourage accuracy regarding relationship-relevant attributes (e.g., social competence) when relevant information is available. In four studies, male and female perceivers evaluated opposite-sex targets whom they expected to date (romantic goals) or to meet for nonromantic interaction (baseline). Videotaped targets displayed competence or incompetence on task (Experiments 1 and 2) or social (Experiments 3 and 4) dimensions. All three hypotheses were supported.     

应聘者印象管理研究述评

应聘者的印象管理行为在求职面试情境中是一种普遍现象,其目的旨在赢得面试考官的良好评价。应聘者印象管理行为包括有3类策略：获得性策略、保护性策略及非言语策略;同时,对应聘者印象管理行为的测量也要从印象管理策略的测量和印象管理风格的测量两个方面入手。另外,在整合已有文献的基础上,还从面试情境与应聘者印象管理行为、应聘者个性特质与印象管理策略使用、应聘者印象管理行为与面试结果及招聘者对应聘者印象管理识别等4个方面综述了应聘者印象管理研究的发展现状,并指出了现有研究存在的问题及未来研究的方向     

Engagement in After-School Programs as a Predictor of Social Competence and Academic Performance

Using the experience sampling method, this study examined two questions related to outcomes associated with after‐school programming. First, does the quality of experience in after‐school programs mediate the effect of program participation on social competence and academic performance? Second, among program participants, is the difference in quality of experience when in programs versus other settings after school related to higher social competence and academic performance? Middle school students (N = 196) attending eight programs in three Midwestern states reported a total of 4,970 randomly sampled experiences in and out of after‐school programs during 1 week in the fall and spring of the 2001–2002 academic year. Engagement during after‐school hours partially mediated the relationship between participation in after‐school programs and social competence. In addition, relative perceptions of engagement, challenge, and importance when in after‐school programs compared to elsewhere after school predicted higher English and math grades. Results suggest that the quality of experiences in after‐school programs may be a more important factor than quantity of experiences (i.e., dosage) in predicting positive academic outcomes.     

Children's selective trust decisions: rational competence and limiting performance factors

Recent research has amply documented that even preschoolers learn selectively from others, preferring, for example, reliable over unreliable and competent over incompetent models. It remains unclear, however, what the cognitive foundations of such selective learning are, in particular, whether it builds on rational inferences or on less sophisticated processes. The current study, therefore, was designed to test directly the possibility that children are in principle capable of selective learning based on rational inference, yet revert to simpler strategies such as global impression formation under certain circumstances. Preschoolers (N = 75) were shown pairs of models that either differed in their degree of competence within one domain (strong vs. weak or knowledgeable vs. ignorant) or were both highly competent, but in different domains (e.g., strong vs. knowledgeable model). In the test trials, children chose between the models for strength‐ or knowledge‐related tasks. The results suggest that, in fact, children are capable of rational inference‐based selective trust: when both models were highly competent, children preferred the model with the competence most predictive and relevant for a given task. However, when choosing between two models that differed in competence on one dimension, children reverted to halo‐style wide generalizations and preferred the competent models for both relevant and irrelevant tasks. These findings suggest that the rational strategies for selective learning, that children master in principle, can get masked by various performance factors.     

Communicative Behaviors of Outperformers and Their Perception by the Outperformed People

Four studies explored the communicative behaviors of people who outperform others in a relevant or irrelevant field and the impression formed of these outperformers by the outperformed people. In line with the premises of the self‐evaluation maintenance model ( A. Tesser, 1988 ) and the STTUC framework ( J. J. Exline & M. Lobel, 1999 ), Studies 1 and 2 predicted and found that people tend to conceal their achievements in conversation with a person whom they have outperformed, especially when the field of performance is relevant to this individual and irrelevant to them. Studies 3 and 4 found that the perception of outperformers is dependent not only on their communicative behaviors following the success but also on the relevance of the field for them and for the perceivers.     

Effects of response sets on NEO-PI-R scores and their relations to external criteria

Validity scales indicate the extent to which the results of a self-report inventory are a valid indicator of the test taker's psychological functioning. Validity scales generally are designed to detect the common response sets of positive impression management (underreporting, or faking good), negative impression management (overreporting, or faking bad), and random responding. The revised NEO Personality Inventory (NEO-PI-R; Costa & McCrae, 1992b) is a popular personality assessment tool based on the 5-factor model of personality and is used in a variety of settings. The NEO-PI-R does not include objective validity scales to screen for positive or negative impression management. The purpose of this study was to examine the utility of recently proposed validity scales for detecting these response sets on the NEO-PI-R (Schinka, Kinder, & Kremer, 1997) and to examine the effects of positive and negative impression management on correlations between the NEO-PI-R and external criteria (the Interpersonal Adjective Scale-Revised-B5 [Wiggins & Trapnell, 1997] and the NEO-PI-R Form R). The validity scales discriminated with reasonable accuracy between standard responding and the 2 response sets. Additionally, most correlations between the NEO-PI-R and external criteria were significantly lower when participants were dissimulating than when responding to standard instructions. It appears that response sets of positive and negative impression management may pose a significant threat to the external validity of the NEO-PI-R and that validity scales for their detection might be a useful addition to the inventory.     

On the formation of favourable impressions: Associations between self-presentation motives,task behaviour,and others’ evaluations of the self in a team-sport setting

Individuals adopt self-presentation motives in sport settings to shape others’ perceptions of the self. However, the effectiveness of different types of motives in shaping favourable evaluations has not been explored. We examined pathways from 2 × 2 self-presentation motives to others’ evaluative perceptions via task behaviour. Participants (N = 112) reported their self-presentation motives immediately prior to a basketball game, had their behaviours (i.e., shots, time spent on the sideline) recorded via video during the game, then completed agentic (e.g., competent) and communal (e.g., supportive) ratings of their teammates following the game. Structural equation modeling revealed positive pathways from acquisitive motives to behaviour (i.e., acquisitive agency) and favourable evaluations (i.e., acquisitive-agency and -communion). Negative pathways were observed from protective communion to behaviour and others’ evaluations. The findings indicate that different types of self-presentation motives may differ in their impression management effectiveness and may either promote or suppress task behaviour.     

Talking Dirty: Responses to Communicating a Sexual Message as a Function of Situational and Personality Factors

Situational and personality factors associated with responses to communicating a sexual message were investigated. Male (N = 101) and female (N = 89) subjects delivered a prepared speech on either a sexual or a nonsexual topic to an audience that ostensibly varied in age (peer versus older individuals) and sex (male versus female). Results indicated that communicating the sexual (versus nonsexual) message resulted in more negative perceptions of audience response. Communicating the sexual message to older audiences in general and to older female audiences in particular resulted in the most negative perceptions of audience response. Correlational analyses revealed that individual difference factors such as positive affective orientation to sex and relatively greater sexual experience were associated with less negative reactions to communicating the sexual message (all p < .05).     

Effect of response practice variables on learning spelling and sight vocabulary

Four experiments were conducted to examine variables associated with response practice as an instructional technique for individuals with intellectual disabilities. In Experiment 1, the effect of the cover component in the "cover write" method was evaluated, as were the comparative effects of written versus oral practice of spelling words by rehabilitation clients. The results showed that the cover procedure generally did not enhance performance over and above that produced by practice alone, and written practice generally was not superior to oral practice. Experiment 2 demonstrated that less response practice (i.e., five times) was as effective as more practice (i.e., 10 and 15 times) for teaching spelling to adolescents with developmental disabilities. Experiments 3 and 4 also showed that even less response practice (i.e., one time) was as effective as more practice (five times), and irrelevant practice following errors was as effective as relevant practice for teaching spelling and sight vocabulary to adolescents with behavior disorders and developmental disabilities, respectively. The findings suggest that a parsimonious procedure of limited response practice and positive reinforcement may be effective for the tasks and populations studied.