The Effects of Applicant Résumé Contents on Recruiters' Hiring Recommendations: The Mediating Roles of Recruiter Fit Perceptions

The résumé is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant résumés. However, the mechanisms underlying the links between résumé contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi‐faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person–job (P–J) fit. In addition, applicant work experience predicted recruiter perceived person–organisation (P–O) fit, which in turn enhanced recruiter hiring recommendations.     

Are Dishonest Extraverts More Harmful than Dishonest Introverts? The Interaction Effects of Honesty‐Humility and Extraversion in Predicting Workplace Deviance

Honesty‐Humility, one of the six major personality dimensions included in the HEXACO model of personality structure, has previously been found to show negative correlations with workplace deviance. In this study, we hypothesised that Extraversion would moderate the relationship between Honesty‐Humility and workplace deviance. In particular, we posited that the relation between Honesty‐Humility and workplace deviance would be stronger among employees who are high on Extraversion than among those low on Extraversion. The hypothesis was tested using three different samples across Australia, Canada, and the Netherlands. It was found in two of the three samples that high levels of Extraversion did indeed amplify the relationship between (low) Honesty‐Humility and workplace deviance. Results suggest a potentially important role for multiplicative effects of personality variables on workplace criteria.     

The Quest for Multicultural Competence: Challenges and Lessons Learned from Clinical and Organizational Research

Multicultural competence refers to the ability to appreciate diversity and to work effectively in multicultural settings. In this increasingly diverse and globalized world, being culturally competent has become more important than ever. Integrating research in counseling and organizational studies, the authors examine the conceptualization of cultural competence across disciplinary boundaries. The authors review pertinent research to dissect the major challenges posted to the quest for cultural competence and conclude that training programs that overemphasize knowing the different ‘Others’ may promote a false sense of competence, and even fuel intergroup hostility and reactance. To enhance cultural competence, we recommend shifting the emphasis in competence trainings from knowing the different ‘Others’ to enhancing critical self‐awareness.     

Is It Worth Lying For? Physiological and Emotional Implications of Recalling Deceptive Affection

This investigation explored the risks of affectionate expressions in romantic relationships by examining the physiological and emotional implications of recalled expressed deceptive affectionate messages to romantic partners. Ninety‐nine participants were assigned to one of three conditions: deceptive affection, honest affection, or plans with a friend (control). Results indicate that individuals' blood pressure and heart rates are not differentially influenced when recalling deceptive affection compared to honest affection or common communication. Similarly, there were no differences in feelings of guilt and shame based on the motive for the deceptive expression. Posthoc analyses compared affectionate conditions (deceptive and honest) to the control condition and revealed no significant physiological differences. Implications for theory, methodological comparisons, and future research are discussed.     

The impact of novel labels on visual processing during infancy

The impact of novel labels on visual processing was investigated across two experiments with infants aged between 9 and 21 months. Infants viewed pairs of images across a series of preferential looking trials. On each trial, one image was novel, and the other image had previously been viewed by the infant. Some infants viewed images in silence; other infants viewed images accompanied by novel labels. The pattern of fixations both across and within trials revealed that infants in the labelling condition took longer to develop a novelty preference than infants in the silent condition. Our findings contrast with prior research by Robinson and Sloutsky (e.g., Robinson & Sloutsky, 2007a ; Sloutsky & Robinson, 2008 ) who found that novel labels did not disrupt visual processing for infants aged over a year. Provided that overall task demands are sufficiently high, it appears that labels can disrupt visual processing for infants during the developmental period of establishing a lexicon. The results suggest that when infants are processing labels and objects, attentional resources are shared across modalities.