The relation between deceptive impression management and employment interview ratings: A meta-analysis.

2021 ◽  
Vol 53 (2) ◽  
pp. 164-174
Author(s):  
Jordan L. Ho ◽  
Deborah M. Powell ◽  
David J. Stanley
Keyword(s):  
Impression Management ◽  
Meta Analysis ◽  
Employment Interview

scholarly journals The Legitimization of Paltry Contributions as a Compliance-Gaining Technique: A Meta-Analysis Testing Three Explanations

2015 ◽  
Vol 44 (7) ◽  
pp. 976-996 ◽  
Author(s):  
San Bolkan ◽  
Stephen A. Rains
Keyword(s):  
Impression Management ◽  
Meta Analysis ◽  
Analytic Review ◽  
Effective Compliance ◽  
Compliance Gaining ◽  
Empirical Investigations

The legitimization of paltry contributions (LPC) has been shown to be an effective compliance-gaining technique across a variety of empirical investigations. However, the theoretical explanations regarding the effectiveness of the tactic and the effects of LPC messages on donation amounts warrant further consideration. A meta-analytic review of LPC research was conducted to examine these issues. Consistent with a prior meta-analysis, LPC messages increased compliance rates ( r = .22, k = 34, n = 3,181) relative to control conditions. Three moderators were also tested. The results indicated that impression management concerns and perceptions of requestor need explained the effects of LPC messages on compliance rates. A second analysis ( r = −.23, k = 11, n = 1,531) offered evidence that LPC messages led to smaller mean donation amounts. A third analysis showed that LPC messages produced similar donation totals relative to control messages.

Liar at First Sight?

2019 ◽  
Vol 18 (4) ◽  
pp. 177-188 ◽  
Author(s):  
Timothy G. Wingate ◽  
Joshua S. Bourdage
Keyword(s):  
Impression Management ◽  
Employment Interview ◽  
Controlled Experiment ◽  
Management Behavior

Abstract. Research suggests that early impressions influence employment interview outcomes. A highly controlled experiment examined the effects of pre-interview qualifications information and early applicant impression management behavior on interviewers’ early impressions and, in turn, applicant outcomes. Mock interviewers ( N = 247) judged the same applicant with a poorer pre-interview qualification ranking to be a poorer performer, but also perceived the applicant to have faked (deceived) more, and considered the applicant less likeable, less competent, less dedicated, and more conceited. Early applicant impression management behavior did not consistently contribute to interviewers’ early impressions, or to perceptions and judgments. Overall, these findings suggest that early applicant information can affect interviewer cognitions and judgments through the formation of early impressions.

The Antecedents and Consequences of Impression Management Across Culture: A Meta-Analysis

2019 ◽  
Vol 2019 (1) ◽  
pp. 11127
Author(s):  
Joseph Kim ◽  
In-Sue Oh ◽  
Brian C. Holtz ◽  
Soojung Han ◽  
Dishi Hu
Keyword(s):  
Impression Management ◽  
Meta Analysis ◽  
Antecedents And Consequences

Impression Management and Faking in the Employment Interview

2006 ◽  
Author(s):  
Michael A. Campion ◽  
Julia Levashina ◽  
Richard Posthuma ◽  
Paul Green
Keyword(s):  
Impression Management ◽  
Employment Interview

The Effects of Applicant Impression Management Tactics on Interviewer Judgments

1989 ◽  
Vol 15 (4) ◽  
pp. 557-564 ◽  
Author(s):  
David C. Gilmore ◽  
Gerald R. Ferris
Keyword(s):  
Field Experiment ◽  
Impression Management ◽  
Employment Interview ◽  
Positive Events ◽  
Research And Practice ◽  
Management Techniques ◽  
Low Levels ◽  
Impression Management Tactics ◽  
Theory Research ◽  
Positive Traits

Applicants in employment interviews use a variety of impression management techniques such as emphasizing positive traits, conforming to the opinions of the interviewer, and claiming responsibility for positive events. A field experiment was conducted on 62 employment interviewers who viewed videotaped interview segments in which either high or low levels of impression management techniques were depicted. Applicant credentials were also manipulated. Results indicated that interviewers were influenced by impression management techniques regardless of applicant credentials. The implications of these results are discussed with respect to theory, research and practice of the employment interview.

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