Impressions of the resume: The effects of applicant education,experience, and impression management

Business persons each read a hypothetical variation of a resume arrayed in a 2 (relevant versus irrelevant education) × 2 (relevant versus irrelevant job experience) × 2 (impression management versus no impression management statements) factorial design and completed a survey on their perceptions. Results showed that relevant education produced more positive perceptions of competence, potential, and predicted salary, while relevant experience enhanced perceptions of competence, potential, self-confidence, and background checking. Education and experience interacted on several variables. Impression management produced positive perceptions of interpersonal skill, self-confidence, and hireability. Implications for writing resumes were discussed.     

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 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.     

THE LETTER OF RECOMMENDATION: SPECIFICITY AND FAVORABILITY OF INFORMATION

Ninety-eight personnel directors each read one variation of a letter of recommendation contained in a 2 (specific examples versus no examples) X 2 (numerical data versus nonspecific adjective modifiers) X 2 (favorable letter versus one unfavorable statement) factorial design. A survey of their perceptions revealed that the example specificity and favorability main effects increased several positive perceptions of the recommendee. Example specificity also enhanced the perceived credibility of the letter writer. The letter variations containing specific examples with either no numbers or one unfavorable statement produced the most positive perceptions of the recommendee. One implication of these findings is that writers of letters of recommendation should emphasize specific performance examples. Whether citing numerical data or negative information is effective requires further study.     

Impression Management Use in Resumes and Cover Letters

Purpose

This study contributes to the ecological validity of resume research by systematically examining the impression management (IM) content of actual resumes and cover letters and empirically testing the effect on applicant evaluation.

Design/methodology/approach

A content analysis of the frequency and intensity of IM tactic use in 60 resumes and cover letters was completed (Study 1). Next, an experiment was conducted in which IM tactic use was manipulated and the effect on applicant evaluation examined, using a sample of MTurk workers as evaluators (Study 2).

Findings

In Study 1, four self-promotion categories, three ingratiation categories, and one hybrid category were delineated. In Study 2, ingratiation and lower intensity self-promotion were found to increase perceptions of job and organization fit.

Implications

Employers should be aware that resumes and cover letters contain IM tactics that may influence applicant evaluation. In addition, employment training programs might communicate the benefits of using ingratiation and lower intensity self-promotion, while emphasizing the importance of accurately conveying one’s qualifications. Furthermore, the present taxonomy of IM resume content might be applied to resume database search engines to identify and index IM tactic use.

Originality/value

This research is the first to develop a taxonomy of IM tactics based on actual resumes and cover letters and may facilitate more comprehensive manipulations of IM tactic use and better integration of IM research across the selection process.

     

Mortality salience and evaluations of in‐group versus out‐group critics: The role of criticism legitimacy and perceived threat

Significant terror management research has examined the impact of mortality salience on evaluations toward in‐group versus out‐group and attitudinally similar versus dissimilar others. However, relatively little research has examined evaluations when group membership is disentangled from attitude similarity. The current research examined the impact of mortality salience on evaluations toward in‐group and out‐group critics when people are less likely to rely on group membership as a heuristic. In Experiment 1, the results showed that in the control condition, participants rated an in‐group member who provided unjustified criticism more positively than an out‐group member who provided the same criticism. Under mortality salience, the reverse occurred: An in‐group member who provided unjustified criticism was rated more negatively than an out‐group member. Experiment 2 showed that under mortality salience, the derogation of an in‐group critic who provided unjustified criticism was mediated by perceptions of threat. Implications for reactions to group‐directed criticism as well as mortality salience effects are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Effectiveness of Impression Management Tactics Across Human Resource Situations1

An experimental study was undertaken to explore the effectiveness of impression management tactics in various situations. To manipulate the variables of interest, 6 different scenarios were created by crossing 2 independent variables: impression management tactics (self-focused or other-focused) and situation (employment interview, performance appraisal, or training session). Respondents, 178 human resource professionals, were mailed a survey that contained 2 of the 6 scenarios. In each scenario, respondents rated the person described in the scenario on performance, provided their affective impressions, and determined the appropriateness of the impression management cues given the situation. Results indicated a significant interaction between the use of impression management and the situation. These findings are compared to past research, and suggestions for future directions for the study of impression management are outlined.     

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.     

Transparency of Assessment Centers: Lower Criterion‐related Validity but Greater Opportunity to Perform?

Assessment centers (ACs) are popular selection devices in which assessees are assessed on several dimensions during different exercises. Surveys indicate that ACs vary with regard to the transparency of the targeted dimensions and that the number of transparent ACs has increased during recent years. Furthermore, research on this design feature has put conceptual arguments forward regarding the effects of transparency on criterion‐related validity, impression management, and fairness perceptions. This study is the first to examine these effects using supervisor‐rated job performance data as the criterion. We conducted simulated ACs with transparency as a between‐subjects factor. The sample consisted of part‐time employed participants who would soon be applying for a new job. In line with our hypothesis, results showed that ratings from an AC with nontransparent dimensions were more criterion valid than ratings from an AC with transparent dimensions. Concerning impression management, our results supported the hypothesis that transparency moderates the relationship between self‐promotion and job performance, such that self‐promotion in the nontransparent AC was more positively related to job performance than self‐promotion in the transparent AC. The data lent no support for the hypothesis that participants’ perceptions of their opportunity to perform are higher in the transparent AC.     

Different perceptions of self‐handicapping across college and work contexts

We investigated the effectiveness of self‐handicapping as an impression management strategy in college and work contexts. In contrast to past research in which college students are both targets and perceivers, we tested whether target status and perceiver status moderate perceptions of self‐handicappers. To this end, we manipulated whether the target was a college student or an adult worker, and we recruited as perceivers both college students (Study 1) and adult workers (Study 2). We additionally manipulated the target's behavior (self‐handicapping vs. control) and outcome (success vs. failure). The results revealed that self‐handicapping protected a student target (but not a worker) from negative evaluations (e.g., ability attributions) in the eyes of college students, particularly males. However, adult workers consistently judged self‐handicapping negatively.     

Socially Desirable Responding and Impression Management in the Endorsement of Love Styles

In 2 experiments, the researcher investigated the social desirability of different love styles (Eros, Ludus, Storge, Pragma, Mania, and Agape). In Experiment 1, the Marlowe-Crowne measure of social desirability (D. P. Crowne & D. Marlowe, 1960) was correlated negatively with possessive, dependent (Mania) love styles in both men and women. In men, social desirability was correlated positively with romantic, passionate love (Eros) and game-playing love (Ludus), but negatively with all-giving, selfless love (Agape). In women, social desirability was correlated positively with Agape, but negatively with Ludus. In Experiment 2, the researcher replicated these findings using an impression management manipulation (good, bad, and honest responding). The gender differences in social desirability of different love styles are explained in terms of traditional and nontraditional gender role socialization.     

Socially desirable responding and impression management in the endorsement of love styles.

In 2 experiments, the researcher investigated the social desirability of different love styles (Eros, Ludus, Storge, Pragma, Mania, and Agape). In Experiment 1, the Marlowe-Crowne measure of social desirability (D. P. Crowne & D. Marlowe, 1960) was correlated negatively with possessive, dependent (Mania) love styles in both men and women. In men, social desirability was correlated positively with romantic, passionate love (Eros) and game-playing love (Ludus), but negatively with all-giving, selfless love (Agape). In women, social desirability was correlated positively with Agape, but negatively with Ludus. In Experiment 2, the researcher replicated these findings using an impression management manipulation (good, bad, and honest responding). The gender differences in social desirability of different love styles are explained in terms of traditional and nontraditional gender role socialization.     

It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions?

Due to technological progress, videoconference interviews have become more and more common in personnel selection. Nevertheless, even in recent studies, interviewees received lower performance ratings in videoconference interviews than in face-to-face (FTF) interviews and interviewees held more negative perceptions of these interviews. However, the reasons for these differences are unclear. Therefore, we conducted an experiment with 114 participants to compare FTF and videoconference interviews regarding interview performance and fairness perceptions and we investigated the role of social presence, eye contact, and impression management for these differences. As in other studies, ratings of interviewees’ performance were lower in the videoconference interview. Differences in perceived social presence, perceived eye contact, and impression management contributed to these effects. Furthermore, live ratings of interviewees’ performance were higher than ratings based on recordings. Additionally, videoconference interviews induced more privacy concerns but were perceived as more flexible. Organizations should take the present results into account and should not use both types of interviews in the same selection stage.

     

Personality,situation, and positive–negative asymmetry in socially desirable responding

Based on previous research on socially desirable responding and positive—negative asymmetry, we hypothesized that (i) impression management is higher in public than in private settings, (ii) personal ideals linked to exemplification, ingratiation, and intimidation are related to an impression management tendency, (iii) negatively keyed social desirability items receive more extreme responses than positively keyed items, and (iv) self-esteem is correlated higher with negatively than with positively keyed self-deception items. Based on Jones and Pittman's (1982) model, exemplification, ingratiation, and intimidation are defined as impression management strategies that aim at presenting oneself as worthy, likable, or dangerous, respectively. Principally, the results obtained in a public setting (N=177) and a private setting (N= 165) support these hypotheses. The overall pattern of findings suggests that both context and personal ideals exert an influence on impression management scores, and that the keying direction of an item may be an important psychological determinant of a test response.     

从个体印象管理到组织印象管理

组织印象管理（OIM）关注组织如何通过行为和信息的调控来影响受众的知觉问题,成为当前印象管理研究的新领域。组织印象管理与个体印象管理具有互动关系;个体印象管理研究为组织印象管理研究奠定了基础。未来组织印象管理研究的重点领域包括：研发组织印象管理的评价工具,了解组织印象管理的策略,认识组织印象管理策略使用的后效,并突出组织印象管理的在我国的实际应用研究     

Positive illusion in close relationships

The literature regarding self-other comparisons suggests that self-enhancing perceptions are prevalent, including forms of “illusion” such as excessively positive self-evaluation, unrealistic optimism, and exaggerated perceptions of control. Concepts from optimal distinctiveness theory served as the basis for two experiments examining whether illusion functions similarly when the context of evaluation involves a relationship. In both experiments participants rated themselves, the best friend, and the average other—or their own romantic relationships, the best friend's relationship, and the relationship of the average other–using scales measuring positivity of evaluation, optimism regarding the future, and perceptions of control. In both experiments, participants exhibited centrality-based differentiation, rating targets more favorably to the degree that the target was more central to their social identity. Patterns of differentiation differed for the two contexts: In the individual context, participants differentiated themselves and their friends from the average other. In the relationship context, participants differentiated their own relationships from the relationships of friends and average others. Also, participants rated individuals as more controllable than relationships. Participants in Experiment 2 provided information regarding potential predictors of illusion. Analyses of these data suggest that favorable centrality-based differentiation may be partially accounted for by impression management, global self-esteem (particularly in the individual context), and commitment level (particularly in the relationship context).     

Primary school children rate children with autism negatively on looks,speech and speech content

Adults and adolescents form negative first impressions of ASD adults and children. We examined the first impression ratings of primary school children (6–9 years) of their ASD peers. 146 school children rated either silent videos, speech or transcribe speech from 14 actors (7 ASD, 7 TD). The ASD actors were rated more negatively than the typically developing actors on all three stimulus types. Children with ASD are likely to be judged more negatively than their peers at the very start of their formal education. Contrary to previous research, for primary school children, the content of the speech was judged as negatively as the delivery of the speech.