The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study

Leugnerová, Marcela; Vaculík, Martin; Procházka, Jakub

doi:10.1111/ijsa.12137

Cited by 5 publications

(3 citation statements)

References 43 publications

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“…Highhouse et al () showed that self‐monitoring predicted fabricating one's credentials as part of the job search. Finally, self‐monitoring was negatively associated with integrity ratings in assessment centers (Leugnerova, Vaculik, & Prochazka, ). To summarize, self‐monitoring is positively related to deception, which may partly explain their success in interviews.…”

Section: Examination Of Outcomes Of Self‐monitoringmentioning

confidence: 99%

Self‐monitoring personality trait at work: An integrative narrative review and future research directions

2019

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Summary In this narrative review, we provide an overview of the self‐monitoring literature as it applies to the workplace context. Our starting point to the review is a meta‐analysis of self‐monitoring literature published in by Day, Schleicher, Unckless, and Hiller. After providing an overview of the theoretical basis of self‐monitoring and its measurement, we present a summary of the broad literature on self‐monitoring to examine the implications of self‐monitoring for employees and organizations. Based on our review, we identify the main outcomes of self‐monitoring as well as findings of the literature treating self‐monitoring as a moderator. We provide evidence that self‐monitoring has potential downsides, which would benefit from further investigation. We conclude our review by identifying important potential future research directions.

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Section: Examination Of Outcomes Of Self‐monitoringmentioning

confidence: 99%

Self‐monitoring personality trait at work: An integrative narrative review and future research directions

2019

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“…For example, researchers have argued that self-monitoring can increase deception and faking behaviors (Kudret et al, 2019;Levashina and Campion, 2007;Hogue et al, 2013). Furthermore, self-monitoring can decrease an individual's integrity ratings (Leugnerova et al, 2016). Furthermore, self-monitoring allows individuals to engage in misrepresentations of fit, intending to obtain desirable rewards (Kudret et al, 2019).…”

Section: Jstp 333mentioning

confidence: 99%

“…, 2013). Furthermore, self-monitoring can decrease an individual's integrity ratings (Leugnerova et al. , 2016).…”

Section: Limitations and Directions For Future Researchmentioning

confidence: 99%

“Turning role conflict into performance”: assessing the moderating role of self-monitoring, manager trust and manager identification

Kalra

Sun

2023

JSTP

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PurposeThis study examines the contextual variables that can curb the negative effects of role conflict on job satisfaction and enhance the positive effect of job satisfaction on creativity and service performance. More specifically, adopting the job demands-resources theory, the authors explore the interactive effect of frontline employee (FLE) self-monitoring and FLE-manager trust on the relationship between role conflict and job satisfaction. Extending this line of inquiry, the authors adopt social identity theory and analyze the moderating effect of FLE-manager identification on the relationship between job satisfaction and creativity and between job satisfaction and service performance.Design/methodology/approachDyadic data utilizing 122 responses from FLEs and their managers were obtained from FLEs working with a major financial services firm in India. Structural equation modeling and PLS were used to assess the hypothesized relationships.FindingsThe negative relationship between role conflict and job satisfaction is reduced at higher levels of FLE self-monitoring and FLE-manager trust. Furthermore, FLE manager identification accentuates the effect of job satisfaction on creativity and service performance.Practical implicationsOrganizations should invest in developing FLEs' personal and job-related resources to reduce the deleterious effects of role conflicts on FLEs' job outcomes. Specifically, managers should hire FLEs who are high in self-monitoring while enhancing FLE-manager trust and FLE-manager identification.Originality/valueRole conflict is inevitable in a service job and can have serious negative downstream consequences. Hence, the study explores the important contextual factors that can help an organization develop policies to reduce the negative effects of role conflict.

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Identification of the targeted performance dimensions and self-promotion in interviews: investigations of uncharted waters

Melchers

Bill

Buehl

et al. 2020

European Journal of Work and Organizational Psychology

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The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study

Cited by 5 publications

References 43 publications

Self‐monitoring personality trait at work: An integrative narrative review and future research directions

Self‐monitoring personality trait at work: An integrative narrative review and future research directions

“Turning role conflict into performance”: assessing the moderating role of self-monitoring, manager trust and manager identification

Identification of the targeted performance dimensions and self-promotion in interviews: investigations of uncharted waters

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