Individual Differences Predicting Impression Management Detection in Job Interviews

Roulin, Nicolas

doi:10.25035/pad.2016.001

Cited by 21 publications

(19 citation statements)

References 62 publications

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“…However, 17% to 39% of applicants used at least some extensive image creation in Studies 4–5. As such, this tactic should be a cause for concern, given that interviewers are likely poor at recognizing deceptive IM (Roulin, ; Roulin et al., ).…”

Section: Discussionmentioning

confidence: 99%

“I (might be) just that good”: Honest and deceptive impression management in employment interviews

Bourdage

Roulin

Tarraf

2018

Personnel Psychology

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229

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Applicant use of impression management (IM) tactics plays a central role in employment interviews. IM includes behaviors intended to create an impression of competence and likability, and avoid negative impressions. Applicants can influence interviewers’ impressions using both honest and deceptive IM, but measurement of IM has yet to distinguish these two constructs. The goal of the present research was to develop a self‐report Honest Interview Impression Management (HIIM) measure and use this to investigate differential antecedents and consequences of honest and deceptive IM. We report the results of five independent studies (total N = 1,470 interviewees). Studies 1–3 detail the creation of a self‐report measure of honest IM. Studies 4 and 5 utilize this measure to understand the relations between honest and deceptive IM, and their antecedents and consequences. Results demonstrate that honest and deceptive IM are positively related but distinct constructs that have unique antecedents (i.e., age, individual differences, attitudes, situational, and target characteristics) and differentially impact interview outcomes and ratings. Finally, we present a short measure of honest and deceptive IM to be used for time‐sensitive data collection.

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Section: Discussionmentioning

confidence: 99%

“I (might be) just that good”: Honest and deceptive impression management in employment interviews

Bourdage

Roulin

Tarraf

2018

Personnel Psychology

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229

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“…Similarly, in Reinhard et al's () study, experienced interviewers did not outperform novices at faking detection. Additionally, Roulin () recently explored individual differences associated with faking detection and found that interviewers who scored high in both trust and cognitive abilities were better faking detectors, whereas a combination of low trust and low abilities was deterring detection. However, the average faking detection score was just above chance level and individual differences explained only a small part of variance in detection.…”

Section: Can We Detect Faking In Interviews?mentioning

confidence: 99%

A review of applicant faking in selection interviews

Melchers

Roulin

Buehl

2020

Int J Selection Assessment

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Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical work on prevalence, antecedents, processes, and effects of interview faking. Most applicants fake at least to some degree. Personality (e.g., Conscientiousness, Honestyhumility, the Dark Triad) and attitudes toward faking substantially correlate with faking behaviors. Research concerning applicants' ability, interview structure components, or contextual factors is limited. Furthermore, the impact of faking on interview ratings is mixed and effects on criterion-related validity are not consistently negative.Finally, the detection of faking seems hardly possible and there are limited options available to reduce interview faking. Throughout our review, we describe important gaps and derive suggestions and propositions for future research. K E Y W O R D Sfaking, impression management, personnel selection, selection interviews, socially desirable responding

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“…Perceptual ease of use: Frey and Osborne (2017) held that individuals believed that the degree to which they did not need to work when using a particular system was more positive when the user perceived that the system was easier to learn. "Usage attitude" is influenced by a belief in "perceived ease of use" and "perceived usefulness" (Roulin, 2016). Beyari (2018) believed that when users perceive a particular technology as having higher ease of use, they will have a more positive attitude toward adopting it; the higher the "perceptual usefulness," i.e.…”

Section: Technology Acceptance Modelmentioning

confidence: 99%

Exploring consumers’ intent to use smart libraries with technology acceptance model

Huang

2020

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Purpose Scientific advances and the emergence of a wide range of broadband services have resulted in the internet developing as a critical component of most peoples’ daily lives. The rapid development of the global economy and improvements to the information network speed and reliability have driven a radical evolution of the concept of “library.” Modern information technologies have not only drastically altered the functionality and accessibility of libraries, but it is no longer a matter of the library community to use scientific and technological innovation ideas and techniques to promote its business. The sample of this study was distributed to the consumers of the Guangdong Intelligent Library for the questionnaire. Design/methodology/approach A total of 520 questionnaires were distributed, returning 375 validresponses for an effective recovery rate of 72%. Findings Perceptual ease of use has a positive and direct impact on perceptual usefulness. Perceptual ease of use has a positive and direct impact on attitude. Perceptual usefulness has a positive and direct impact on attitude. Perceptual usefulness has a positive direct impact on behavioral intentions. Attitude has a positive and direct impact on behavioral intentions. Subjective norms have a positive and direct impact on behavioral intentions. Perceptual behavioral control has a positive and direct impact on behavioral intentions. Perceptual behavioral control has a positive and direct impact on behavior. Behavioral intentions have a positive and direct impact on behavior. Originality/value Based on the survey results and analysis, recommendations are made to help smart libraries integrate artificial intelligence methods to provide highly attractive service offerings in an extremely competitive environment.

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Individual Differences Predicting Impression Management Detection in Job Interviews

Cited by 21 publications

References 62 publications

“I (might be) just that good”: Honest and deceptive impression management in employment interviews

“I (might be) just that good”: Honest and deceptive impression management in employment interviews

A review of applicant faking in selection interviews

Exploring consumers’ intent to use smart libraries with technology acceptance model

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