Forming Impressions of Personality

Nauts, Sanne; Langner, Oliver; Huijsmans, Inge; Vonk, Roos; Wigboldus, D.H.J.

doi:10.1027/1864-9335/a000179

Cited by 26 publications

(13 citation statements)

References 55 publications

(108 reference statements)

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“…Consistent with prior research (Hauser & Schwarz, in press;Nauts et al, 2014;Wolf et al, 2014) and Study 1, most participants (89%) responded correctly to the IMC. Moreover, passing the IMC was not affected by IMC order (89% in either order).…”

Section: Resultssupporting

confidence: 84%

“…Three hundred fifty participants (92%) responded correctly to the IMC on their first try, while 30 participants did not. This IMC pass rate is consistent with those of recent research on MTurk (Nauts, Langner, Huijsmans, Vonk, & Wigboldus, 2014; Wolf et al, 2014; for related research, see Hauser & Schwarz, in press). Passing the IMC was not affected by IMC presentation order, χ 2 (1, N = 380) = 0.98, p = .321.…”

Section: Study 1: Trap Questions Improve Performance On the Cognitive Reflection Test (Crt)supporting

confidence: 89%

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It’s a Trap! Instructional Manipulation Checks Prompt Systematic Thinking on “Tricky” Tasks

2015

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Instructional manipulation checks (IMCs) have become popular tools for identifying inattentive participants in online studies. IMCs function by attempting to trick inattentive participants into responding incorrectly. However, from a conversational perspective, question characteristics are part of the researcher's contribution to the conversation, and IMCs may teach participants that there is "more than meets the eye," prompting systematic thinking on subsequent tricky-seeming questions in an attempt to avoid being tricked. In two online studies, participants responded to a simple task either before or after completing an IMC. As expected, answering an IMC prior to the task improved performance on items that benefit from increased systematic thinking-namely, the Cognitive Reflection Test (Study 1), and a probabilistic reasoning task (Study 2). We conclude that IMCs change attention rather than merely measure attention and discuss implications for their use in online studies.

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Section: Resultssupporting

confidence: 84%

Section: Study 1: Trap Questions Improve Performance On the Cognitive Reflection Test (Crt)supporting

confidence: 89%

It’s a Trap! Instructional Manipulation Checks Prompt Systematic Thinking on “Tricky” Tasks

2015

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“…The results of the current replication attempts demonstrated that individuals described as "warm" were judged more positively than individuals described as "cold," which is consistent with several previous findings (e.g., Anderson & Barrios, 1961;Asch, 1946;Nauts et al, 2014). However, the current results are more mixed with the idea this effect was moderated by whether the information was framed as being temporally distant or temporally near.…”

Section: Discussionsupporting

confidence: 89%

An Investigation of Abstract Construal on Impression Formation: A Multi-Lab Replication of McCarthy and Skowronski (2011)

McCarthy¹,

Hartnett²,

Heider³

et al. 2018

International Review of Social Psychology

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“…Applicants who express competence through non-verbal cues, are perceived as better performers by interviewers. Interestingly, our results are not consistent with the "primacy of Warmth effect" (e.g., Asch, 1946), but converge with Nauts et al, (2014)' findings, which pointed out the "context-dependent" of warmth dimension over competence in shaping impressions. The role of competence in forming impressions is more important than warmth in the interview context and provides the relevance of non-verbal cues for observing this overall impression.…”

Section: Discussioncontrasting

confidence: 99%

Etre ou paraître un bon candidat : récits conversationnels, parole rapportée, comportement non-verbal et leur impact dans les entretiens de sélection

Tescari¹

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The job interview is a selection process where the candidate uses verbal and non-verbal means to make a "good impression" and stand out. However, the perception of competence through narrative and non-verbal cues remains a research field to develop. This thesis aims to study the characteristics or perceived characteristics of candidates influencing their interview performance by exploring three interactional phenomena: storytelling, reported speech and non-verbal behavior. Telling a story to illustrate a competency is a complex task for candidates. This difficulty makes the production of stories rare. In Article 1, I tested two variables that may influence the production of stories, pseudo-stories and interviewee performance: information and professional experience. In job interviews, candidates produced more stories than pseudo stories. Candidates' level of information and professional experience did not increase the production of stories and pseudo-stories. Nevertheless, informed candidates felt fewer negative emotions than uninformed candidates. In addition, professional experience significantly predicted interviewee performance. Analysis of the thoughts and feelings felt by the candidates at the time of the interview showed that they were primarily concerned about the quality of the story and its impact on the recruiter. Making a story captivating is a challenge for candidates. One way is the use of reported speech. In Article 2, I studied the phenomenon of reported speech in job interviews conducted in two public service organizations. Direct reported speech is more likely to be produced by women candidates, experienced candidates, and depends on their self-reported capacity to listen. The amount of reported thought is more important for self-control and is correlated with its self-reported degree of mastery. The use of reported speech is a more vivid, authentic and convincing way of demonstrating their skills during job interviews. In Article 3, I explored what underlying perceptual dimensions predict interviewer evaluation from thin slices of non-verbal behavior. Holistic impressions, attractiveness and sympathy can be combined into two fundamental dimensions of perception: Warmth and Competence. Only Competence predicts the evaluation of recruiters. Furthermore, professional experience correlates positively with the competence dimension. The combination of non verbal cues provides an explanation of how recruiters intuitively form their judgments about the perception of Competence during job interviews. The main findings, implications, limitations and future prospects are further discussed.

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Forming Impressions of Personality

Cited by 26 publications

References 55 publications

It’s a Trap! Instructional Manipulation Checks Prompt Systematic Thinking on “Tricky” Tasks

It’s a Trap! Instructional Manipulation Checks Prompt Systematic Thinking on “Tricky” Tasks

An Investigation of Abstract Construal on Impression Formation: A Multi-Lab Replication of McCarthy and Skowronski (2011)

Etre ou paraître un bon candidat : récits conversationnels, parole rapportée, comportement non-verbal et leur impact dans les entretiens de sélection

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