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本研究在质的研究基础上采用情景模拟方法,以人力资源招聘工作者为对象进行情境研究,探讨了印象管理在面试中的作用机制.研究结果表明,面试评价只分析出一个因素即总体印象;招聘者对印象管理策略的知觉具有匹配性. 相似文献
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结构化面试是人事选拔中采用的主要评价方法之一。解释结构化面试过程中面试官和应聘者行为反应的理论观点有社会互动理论、拟剧论、行为一致性观点、特质激活理论等。一个完整的结构化面试可以划分为关系建立、题目问答和分数评定三个阶段。在结构化面试中, 面试官的行为从观察、获取、分析、回应应聘者的各种表现信息, 形成初始印象, 到参照面试评分标准评分等, 经历了一系列相互影响的心理过程。影响面试官评分的主要因素包括面试设计因素和考官自身等内部因素, 以及应聘者因素、面试环境因素等外部因素两个方面。结合应聘者反应, 探索面试官评分的心理机制是今后结构化面试研究的突破点。 相似文献
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面试中的AIM问题及改进对策 总被引:1,自引:0,他引:1
面试、尤其是结构化面试是企业、政府机关及一些非盈利性组织选拔人才的最常用的工具。随着应聘者的面试经验增加,面试选拔优秀人才的难度也在增加。本文借鉴国外“印象控制”(AIM)概念,就如何克服主试者的主观偏见、第一印象偏见、次序对比偏见等面试误差、提高面试的信度和效度作了探索。 相似文献
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浅析求职者的印象管理 总被引:1,自引:0,他引:1
印象管理是人际交往中普遍存在的一种现象,是所有人际关系的基本组成部分。而求职活动又作为人际互动的一种重要形式,本文拟通过对求职者印象管理模型、印象管理策略的分析,来探讨印象管理对求职活动的影响以及如何科学地对求职者的印象管理进行识别和初步分析。 相似文献
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通过三个研究从本土化视角探索人们对体胖者的社会性偏向特征。研究1采用访谈法和问卷法获得了被试对体胖者的刻板印象内容;研究2使用情感温度计和AMP范式对体胖者的外显与内隐偏见进行了测量;研究3通过情境测量对比人们在不同生活情境中对体胖者的行为反应。结果表明,中国被试对体胖者的刻板印象内容提名以高热情特质为主,刻板印象评价呈现低能力为主的特征;人们对体胖者没有外显偏见,但存在一定内隐偏见;社会生活情境中体胖者可能遭遇歧视,对女性体胖者的歧视程度更高。总体上,人们对体胖者的社会性偏向表现出复合性的本土化特征。 相似文献
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Chien‐Cheng Chen Irene Wen‐Fen Yang Wei‐Chih Lin 《Journal of Occupational & Organizational Psychology》2010,83(3):739-757
In light of the organizational need to obtain talented personnel, an appropriate evaluation of applicant behaviour in the selection interview is crucial. Extending past research on applicant use of impression management (IM) tactics, this study examines the effects of a broad set of IM tactics in a field setting, and also investigates the moderating roles of two rarely tested interviewer characteristics: interviewer positive affectivity (PA) and negative affectivity (NA). Due to the nested nature of the data, consisting of 142 job applicants and 33 interviewers, we adopt hierarchical linear modelling (HLM) to examine the proposed hypotheses. The results indicate that three IM tactics (self‐focused IM, SFIM; other‐focused IM, OFIM; and non‐verbal IM, NVIM) are significantly positively related to interviewer evaluations. Furthermore, interviewer PA appears to strengthen the positive effects of SFIM tactics on interviewer evaluations, while the effects of NVIM tactics may be weaker when interviewers are high in NA. In addition, these findings suggest the importance of interviewer trait affectivity in explaining interviewer's decision‐making variability, which may lead to low inter‐rater reliability and in turn restrict the level of achievable validity. 相似文献
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Wei‐Chi Tsai Tun‐Chun Huang Chih‐Yun Wu I‐Hsuan Lo 《International Journal of Selection & Assessment》2010,18(2):131-140
This study explores (1) the effects that three kinds of applicant defensive impression management (IM) tactics (apologies, justifications, and excuses) have on interviewer evaluation and (2) the moderating effects that two types of interviewer negative concerns (competence‐related and integrity‐related concerns) have on the aforementioned relationship. Two hundred and one managers from Taiwan participated in this study by watching a simulated interview. Compared with the control group, applicants using defensive IM tactics received higher interviewer ratings when negative concerns surfaced. Moreover, the type of interviewer negative concern moderated the effects of defensive IM tactics. All three tactics had similar effects on interviewer evaluation when the concern was competence related. Apology was, however, the most effective tactic when the concern was integrity related. 相似文献
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Chien‐Cheng Chen Yin‐Mei Huang Tun‐Chun Huang I‐Chun Liu 《International Journal of Selection & Assessment》2011,19(3):287-300
This study examines interview preparations (i.e., social preparation and background preparation) and impression management (IM) tactics (i.e., self‐focused IM and other‐focused IM) as the mechanisms between applicant personality characteristics and interviewer evaluation. Data were collected from both actual job applicants and interviewers. Results show that personality characteristics (i.e., extraversion and conscientiousness) have indirect effects on interviewer evaluation in terms of perceived person–job fit (P–J fit) and interpersonal liking through these two types of applicant behaviors. This study accomplishes two goals: (1) it extends the socioanalytic theory of personality ( Hogan, 1996 ) by testing the intervening roles played by applicants' behaviors that correspond to getting along with and getting ahead of others; and (2) it suggests that these applicant behaviors might be important cues for practical interviewers' effective assessment of applicants' performance‐related characteristics. 相似文献
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This study investigated the relationship between characteristics of applicants and interviewers, and type and amount of impression management (IM) used by applicants in the employment interview. Specifically, applicant self-monitoring, self-esteem, locus of control, age, and training, and interviewer communication apprehension, interpersonal communication skill, age, and experience all were expected to influence the type and amount of IM behavior exhibited by applicants in the employment interview. Data from 64 field interviews confirmed that characteristics of the interviewer and, to a lesser extent, characteristics of the applicants were related to the use of IM tactics by applicants. 相似文献
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K. MICHELE KACMAR John E. Delery Gerald R. Ferris 《Journal of applied social psychology》1992,22(16):1250-1272
It has been a commonly held belief for some time that applicants attempt to manage impressions of interviewers in the employment interview process, but only recently have researchers begun to examine systematically the tactics applicants use, and how effective they are. The present study contrasted two sets of impression management tactics used by applicants and observed their effects on interviewer decisions in a controlled laboratory experiment. An applicant who employed self-focused-type impression management tactics was rated higher, received more recommendations for a job offer, and received fewer rejections from business students, who had just completed an interviewer training program, than when he used other-focused-type tactics. The implications of these results in terms of both theory and practice are discussed. 相似文献
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Ran Bian Fuzhuo Sun Zheting Lin Qin Gao Xiaoxiao Yuan Aishan Xie 《British journal of psychology (London, England : 1953)》2020,111(2):369-394
Based on the recently explored regulatory fit effect in social contexts, the present research is the first to investigate the interaction between interviewer's regulatory focus and interviewee's impression management (IM) tactics. We hypothesized that assertive and defensive IM tactics would fit with interviewer's promotion and prevention focus, respectively, and that interviewer's experience of this regulatory fit would lead to enhanced interview evaluation. We conducted four studies in which the participants were asked to rate an interviewee after reading a list of the interviewee's IM-related behaviours or watching a videotaped interview. Additionally, the participant's regulatory focus was operationalized as both an induced situational state and a measured chronic trait. The results supported our hypotheses by showing a significant interaction of the interviewer's regulatory focus and the IM tactics on interview evaluation: the promotion-assertive and the prevention-defensive ratings were more positive than the prevention-assertive and the promotion-defensive ratings. Moreover, mediation analysis revealed that the interaction exerts its effects on interview evaluation by providing interviewers with an intrapersonal regulatory fit experience. 相似文献
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Pia V. Ingold Martin Kleinmann Cornelius J. König Klaus G. Melchers 《European Journal of Work and Organizational Psychology》2013,22(3):420-432
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. 相似文献
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The use of impression management tactics in structured interviews: a function of question type? 总被引:2,自引:0,他引:2
This study investigated impression management tactic use during structured interviews containing both experience-based and situational questions. Specifically, the authors examined whether applicants' use of impression management tactics depended on question type. Results from 119 structured interviews indicated that almost all of the applicants used some form of impression management. Significantly more assertive than defensive impression management tactics were used, and among assertive tactics, applicants tended to use self-promotion rather than ingratiation. However, different question types prompted the use of different impression management tactics. Ingratiation tactics were used significantly more when applicants answered situational questions, whereas self-promotion tactics were used significantly more when applicants answered experience-based questions. Furthermore, the use of self-promotion and ingratiation tactics was positively related to interviewer evaluations. 相似文献
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Logan L. Watts Irina Kuzmich Desmond W. Leung Carter Gibson Andrew Barsa 《International Journal of Selection & Assessment》2021,29(1):134-138
Despite decades of research on the role of socially desirable responding (SDR) in hiring contexts, it remains unclear whether job applicant SDR is related to future employee performance. Drawing on a large sample of 1,084 retail sales employees and their original job application data, this study examined the predictive validity of two operationalizations of SDR: (a) impression management captured using a personality scale and (b) overclaiming familiarity with a list of products that were directly relevant to the job. Neither measure was used to inform the hiring decisions. Results showed that job applicant impression management and overclaiming were unrelated to four indicators of future sales performance as employees. Implications for organizational selection policies involving applicant SDR are discussed. 相似文献