This study investigated the psychological processes underlying interview faking, and that link personality to interview faking. In a sample of 198 recent interviewees, surveyed across three time points, we examined the mediating role of three constructs from the theory of planned behavior (TPB; i.e., attitudes, subjective norms, and perceived behavioral control) in explaining the relationship between the traits of Honesty–Humility and Conscientiousness and one form of interview faking (i.e., extensive image creation). Results indicated that all three TPB constructs correlated with interview faking, although only attitudes and subjective norms predicted faking incrementally. Attitudes and norms mediated the relationships between Honesty–Humility and Conscientiousness and interview faking. This study provides insight into interview faking, and the link between personality and interview faking. 相似文献
The present study examined the effects of rater personality on the performance appraisal process. Specifically, we determined
the relative weights that raters place on different performance dimensions when making overall performance evaluations, and
examined whether rater personality influenced this weighting process. The literatures on social/political values and mate/friend
selection were used as guiding frameworks in developing specific hypotheses. 相似文献
We investigated whether anxiety about self-presentation concerns during interviews (i.e., interview anxiety) is associated with applicants’ use of deceptive impression management (IM) tactics. We examined the relationship between interview anxiety and deceptive IM, and we examined whether the personality traits of honesty-humility and extraversion would be indirectly related to deceptive IM through interview anxiety. Participants (N?=?202) were recruited after an interview for a research assistant position. Interview anxiety scores were positively related to deceptive IM. Furthermore, there was evidence of a negative indirect effect of honesty-humility on deceptive IM, via overall interview anxiety. Also, extraversion was indirectly associated with deceptive IM through interview anxiety. Results suggest that deceptive IM can be used as a protective mechanism to maintain self-esteem or to avoid the loss of rewards. This paper is the first to examine the role of interview anxiety in interview faking.
The present study sought to examine whether a personality dimension named Honesty-Humility influences the relationship between employees’ perceptions of organizational politics (POP) and workplace outcomes, both attitudinal and behavioral.
Design/Methodology/Approach
Data were collected online and cross-nationally from 268 full-time employees from various organizations and occupational backgrounds.
Findings
Results indicate that the adverse effect of POP in the workplace is exacerbated for employees who are lower (rather than higher) in Honesty-Humility. Specifically, when perceiving their workplace as political, low Honesty-Humility individuals were more likely to engage in counterproductive work behavior and impression management behavior and to experience greater job stress and decreased job satisfaction.
Implications
Examining the role of individual differences in POP helps to advance our understanding of the mechanisms that employees use to interpret and react within a perceived politically charged workplace. This study provides further evidence of the deleterious effects of POP in the workplace, especially among low Honesty-Humility individuals. Practical implications of this research focus on reducing the likelihood of hiring low Honesty-Humility individuals as well as on reducing the opportunity for undesirable behaviors among currently employed individuals.
Originality/Value
There is a paucity of research exploring the possibility that individuals may react differently from one another to POP within their workplace and, in turn, experience varying outcomes. The present study helps to fill this gap in the literature by providing novel insights as to the role of personality in predicting perceptions of, and reactions to, organizational politics. 相似文献