Impression Management and Dimensional Structured Interview Performance

2006 ◽  
Author(s):  
Craig R. Dawson ◽  
Patrick H. Raymark ◽  
Michael Horvath
Keyword(s):  
Impression Management ◽  
Structured Interview ◽  
Interview Performance

Antecedents of Impression Management Use and Effectiveness in a Structured Interview†

2007 ◽  
Vol 33 (5) ◽  
pp. 752-773 ◽  
Author(s):  
Chad H. Van Iddekinge ◽  
Lynn A. McFarland ◽  
Patrick H. Raymark
Keyword(s):  
Impression Management ◽  
Structured Interview ◽  
Personality Variables ◽  
Self And Other ◽  
Situational Strength ◽  
Defensive Behaviors ◽  
Selection Interviews ◽  
Interview Format ◽  
Interview Performance ◽  
Behavior Description

The authors examine personality variables and interview format as potential antecedents of impression management (IM) behaviors in simulated selection interviews. The means by which these variables affect ratings of interview performance is also investigated. The altruism facet of agreeableness predicted defensive IM behaviors, the vulnerability facet of emotional stability predicted self- and other-focused behaviors, and interview format (behavior description vs. situational questions) predicted self-focused and defensive behaviors. Consistent with theory and research on situational strength, antecedent—IM relations were consistently weaker in a strong situation in which interviewees had an incentive to manage their impressions. There was also evidence that IM partially mediated the effects of personality and interview format on interview performance in the weak situation.

Nonlinearity in the relationship between impression management tactics and interview performance

2020 ◽  
Vol 28 (4) ◽  
pp. 522-530
Author(s):  
Chet Robie ◽  
Neil D. Christiansen ◽  
Joshua S. Bourdage ◽  
Deborah M. Powell ◽  
Nicolas Roulin
Keyword(s):  
Impression Management ◽  
Interview Performance ◽  
Impression Management Tactics ◽  
The Relationship ◽  
Management Tactics

scholarly journals Cross‐cultural impression management: a cultural knowledge audit model

2012 ◽  
Vol 5 (1) ◽  
pp. 22-36 ◽  
Author(s):  
Abigail Spong ◽  
Caroline Kamau
Keyword(s):  
International Students ◽  
Impression Management ◽  
Cultural Adaptation ◽  
Structured Interview ◽  
Cultural Knowledge ◽  
Cross Cultural ◽  
The European Union ◽  
New Host ◽  
Content Type ◽  
Host Culture

PurposeMany people moving into a new culture for work or study do so without prior cross‐cultural training, yet successful cultural adaptation has important ramifications. The purpose of this paper is to focus on cross‐cultural impression management as an element of cultural adaptation. Does cultural adaptation begin by paying strong attention to nonverbal cues in a host culture? How is that attention converted into knowledge, and how do people use such knowledge management during impression management within the new culture?Design/methodology/approachThe method was qualitative. In total, ten international students at an English university were recruited. All originated outside the European Union and each took part in a one‐hour structured interview. The transcripts were analysed through thematic analysis.FindingsInternational students adopted cross‐cultural impression management strategies in order to enhance successful adaptation to the new host culture. Students consciously processed knowledge about nonverbal behaviour norms through everyday interactions. They audited knowledge deficits by detecting differences between the host norms and their home culture's norms. The motives for this included desiring to maximise rewards from situations.Research limitations/implicationsThe findings imply that being in a new culture makes people “high self monitors”. They are more aware than usual about their own and others' nonverbal behaviours. The findings tell us about how cultural adaptation begins.Originality/valueThis appears to be the first in‐depth qualitative research examining cross‐cultural impression management by international students and deducing implications for expatriates.

Construct Validity of the German Version of the Hare Psychopathy Checklist – Revised

2020 ◽  
Vol 36 (5) ◽  
pp. 805-816
Author(s):  
Pia Hollerbach ◽  
Elmar Habermeyer ◽  
Joachim Nitschke ◽  
Zara Sünkel ◽  
Andreas Mokros
Keyword(s):  
Construct Validity ◽  
Impression Management ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Structured Interview ◽  
Psychopathy Checklist ◽  
Two Factors ◽  
Psychopathy Checklist Revised ◽  
Hare Psychopathy Checklist ◽  
German Adaptation

Abstract. The Hare Psychopathy Checklist – Revised (PCL-R) is among the most well-established instruments for the assessment of psychopathy. The PCL-R is a 20-item observer rating instrument based on file review and a semi-structured interview. The current study aimed to investigate the validity of the German adaptation of the PCL-R, its factor structure, construct validity, and association with socially desirable responding in a sample of male offenders ( N = 118). A parcel model with four facets and two factors yielded excellent model fit. Convergent and discriminant validity were assessed based on correlational analyses, a multitrait-multimethod (MTMM) matrix, and a canonical correlation analysis (CCA) including measures of psychopathy, antisocial personality disorder (ASPD), global personality dimensions, alexithymia, and impulsivity. The MTMM matrix as well as substantial associations with self-reported psychopathic traits and observer ratings of ASPD indicated convergent validity. Correlational analyses revealed that Factor 1 of the PCL-R was associated with low neuroticism, whereas Factor 2 was associated with impulsivity as well as with low agreeableness and conscientiousness. The PCL-R total score and Factor 2 were negatively correlated with impression management. Overall, the current findings support the validity of the German adaptation of the PCL-R.

scholarly journals Exploring Methods for Developing Behaviorally Anchored Rating Scales for Evaluating Structured Interview Performance

2017 ◽  
Vol 2017 (1) ◽  
pp. 1-26 ◽  
Author(s):  
Harrison J. Kell ◽  
Michelle P. Martin-Raugh ◽  
Lauren M. Carney ◽  
Patricia A. Inglese ◽  
Lei Chen ◽  
...  
Keyword(s):  
Rating Scales ◽  
Structured Interview ◽  
Interview Performance

Effects of Time of Day on Interview Performance

1993 ◽  
Vol 22 (4) ◽  
pp. 545-550 ◽  
Author(s):  
Michael A. Willihnganz ◽  
Lawrence S. Meyers
Keyword(s):  
Job Analysis ◽  
Structured Interview ◽  
Electric Utility ◽  
Time Of Day ◽  
Employment Interview ◽  
Appreciable Effect ◽  
Wide Range ◽  
Interview Format ◽  
Interview Performance ◽  
First Interview

This study investigated the degree to which employment interview performance was associated with the time of day at which the interviews were conducted. Interview time included the actual time of day in which the interview was conducted, as well as the relative order in which applicants were scheduled (e.g., first interview in the morning, last interview prior to lunch, etc.). The data were based upon records of 818 actual interviews conducted between September, 1988 and December, 1990 for a wide range of job classifications in a large West Coast electric utility. The comprehensive structured interview format was used for all interviews included in the study. Interview questions were developed on the basis of a detailed job analysis, and a three-member panel of interviewers rated the applicants using a 7-point or 9-point Likert-type scale tied to benchmark answers. Results indicated that the time of day had no appreciable effect on interview ratings.

Personality, interview performance, and the mediating role of impression management

2020 ◽  
Vol 93 (3) ◽  
pp. 556-577
Author(s):  
Joshua S. Bourdage ◽  
Joseph Schmidt ◽  
Jocelyn Wiltshire ◽  
Brenda Nguyen ◽  
Kibeom Lee
Keyword(s):  
Impression Management ◽  
Mediating Role ◽  
Interview Performance

Individual Differences in the Name Similarity Effect

2014 ◽  
Vol 35 (2) ◽  
pp. 111-118
Author(s):  
Daniel J. Howard ◽  
Roger A. Kerin
Keyword(s):  
Individual Differences ◽  
Impression Management ◽  
Interactive Effect ◽  
Purchase Intentions ◽  
Brand Attitude ◽  
Self Monitoring ◽  
Similarity Effect ◽  
And Behavior ◽  
Usage Context

The name similarity effect is the tendency to like people, places, and things with names similar to our own. Although many researchers have examined name similarity effects on preferences and behavior, no research to date has examined whether individual differences exist in susceptibility to those effects. This research reports the results of two experiments that examine the role of self-monitoring in moderating name similarity effects. In the first experiment, name similarity effects on brand attitude and purchase intentions were found to be stronger for respondents high, rather than low, in self-monitoring. In the second experiment, the interactive effect observed in the first study was found to be especially true in a public (vs. private) usage context. These findings are consistent with theoretical expectations of name similarity effects as an expression of egotism manifested in the image and impression management concerns of high self-monitors.

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