C93 A

Transcription

1 Aug Vol. 35 No C93 A Bozeman & Kacmar 1997 Bolino 2008 Kacmar yanzhenhe@ xmu. edu. cn hongqun021@ 163. com 73

2 Howard & Ferris 1996 Chen 2008 Kristof-Brown 2002 Chen Higgins Ellis 2002 Higgins & Judge 2004 Chen 2008 Chen 2010 Byrne 1977 Gilmore & Ferris 1989 Kacmar & Carlson 1999 Kacmar 1992 Stevens & Kristof 1995 Kristof-Brown Cahn 2002 Howard & Ferris 1996 Wayne & Kacmar Festinger Jellison & Oliver 1983 Sears & Rowe 2003 Chen

3 Regan 2011 Rasmussen 1984 Tsai 2012 Rasmussen 1984 Tsai 2012 Gardner ~ % % 38. 4% 36. 4% 2 1 Stevens & Kristof 1995 Cronbach s α Howard & Ferris 1996 Cronbach s α Tsai

4 Cronbach s α Likert 4 Howard & Ferris 1996 Cronbach s α Rasmussen 1984 Tsai 2012 AMOS7. 0 CFA 1 Barrick Χ 2 df Χ 2 /df RMSEA CFI TLI a b c d a. b. c. d. 2 r = p < r = p < r = p < b c ** ** * ** ** ** * ** ** ** ** ** ** ** M SD n = 151 ** p < * p < a. 0 1 b c ~ HRM 3 3 M6 r = p < r = p < Kacmar & Carlson M7 M2 76

5 Baron & Ken- r = p < ny M1 M2 M3 M4 M5 M6 M * *** *** *** *** *** *** ** ** * R ** *** ** * * *** *** ΔR *** ** * *** *** n = 151 *** p < ** p < * p < Baron & Kenny 1986 Sobel 1982 Z = p < M4 r = p < Bolino Baron & Kenny

6 Tsai Sears % Levashina & 12 BOSS Campion Baron R M & Kenny D A. The Moderator-Mediator Variable Distinction in Social Psychological Research Conceptual Strategic and Statistical Considerations J. Journal of Personality and Social Psychology Baskett G D. Interview Decisions as Determined by Competency and Attitude Similarity J. Journal of Applied Psychology Bolino M C Kacmar K M Turnley W H et al. A Multi-Level Review of Impression Management Motives and Behaviors J. Journal of Management Bozeman D P & Kacmar K M. A Cybernetic Model of Impression Management Processes in Organizations J. Organizational Behavior and Human Decision Processes Byrne D. An Overview and Underview of Research and Theory within the Attraction Paradigm J. Journal of Social and Personal Relationships

7 Cahn D. The Employment Interview A Self-Validation Model J. Journal of Employment Counseling Chen C-C Yang I W-F & Lin W-C. Applicant Impression Management in Job Interview the Moderating Role of Interviewer Affectivity J. Journal of Occupational and Organizational Psychology Chen C-H V Lee H-M Yeh Y-J Y. The Antecedent and Consequence of Person-Organization Fit Ingratiation Similarity Hiring Recommendations and Job Offer J. International Journal of Selection and Assessment Ellis A P J West B J Ryan A M et al. The Use of Impression Management Tactics in Structured Interviews A Function of Question Type J. Journal of Applied Psychology Ferris G R & Judge T A. Personnel /Human Resources Management A Political Influence Perspective J. Journal of Management Festinger L. A Theory of Social Comparison Processes J. Human Relations Gardner W. L. Lessons in Organizational Dramaturgy The Art of Impression Management J. Organizational Dynamics Gilmore D C & Ferris G R. The Effects of Applicant Impression Management Tactics on Interviewer Judgments J. Journal of Management Higgins C A Judge T A & Ferris G R. Influence Tactics and Work Outcomes A Meta-Analysis J. Journal of Organizational Behavior Higgins C A & Judge T A. The Effect of Applicant Influence Tactics on Recruiter Perceptions of Fit and Hiring Recommendations A Field Study J. Journal of Applied Psychology Howard J L & Ferris G R. The Employment Interview Context Social and Situational Influences on Interviewer Decisions J. Journal of Applied Social Psychology Iddekinge C H V McFarland L A & Raymark P H. Antecedents of Impression Management Use and Effectiveness in A Structured Interview J. Journal of Management Jellison J M & Oliver D F. Attitude Similarity and Attraction An Impression Management Approach J. Personality and Social Psychology Bulletin Kacmar K M Carlson D S. Effectiveness of Impression Management Tactics Across Human Resource Situations J. Journal of Applied Social Psychology Kacmar K M Delery J E & Ferris G R. Differential Effectiveness of Applicant Impression Management Tactics on Employment Interview Decisions J. Journal of Applied Social Psychology Kristof-Brown A Barrick M R & Franke M. Applicant Impression Management Dispositional Influences and Consequences for Recruiter Perceptions of Fit and Similarity J. Journal of Management LevashinaJ & Campion M A. Measuring Faking in the Employment Interview Development and Validation of an Interview Faking Behavior Scale J. Journal of Applied Psychology Rand T M Wexley K N. Demonstration of the Effect Similar to Me in Simulated Employment Interviews J. Psychological Reports Rasmussen K G Jr. Nonverbal Behavior Verbal Behavior Resume Credentials and Selection Interview Outcomes J. Journal of Applied Psychology Rynes S Gerhart B. Interviewer Assessments of Applicant fit An Exploratory Investigation J. Personnel Psychology Sears G J & Rowe P M. A Personality-Based Similar-To-Me Effect in the Employment Interview Conscientiousness Affect- Versus Competence-Mediated Interpretations and the Role of Job Relevance J. Canadian Journal of Behavioral Science Sobel M E. Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models J. Sociological Methodology Stevens C K & Kristof A L. Making the Right Impression A Field Study of Applicant Impression Management During Job Interviews J. Journal of Applied Psychology Tsai W C Chen C C & Chiu S F. Exploring Boundaries of the Effects of Applicant Impression Management Tactics in Job Interviews J. Journal of Management Tsai W C Huang T C Yu H H. Investigating the Unique Predictability and Boundary Conditions of Applicant Physical Attractiveness and Non-verbal Behaviourson Interviewer Evaluations in Job Interviews J. Journal of Occupational and Organizational Psychology Wayne S J & Kacmar K M. The Effects of Impression Management on the Performance Appraisal Process J. Organizational Behavior and Human Decision Processes J

8 The Effects of Applicant Impression Management on Interviewer Evaluation A Research on the Job-hunting Reality TV Shows Only You HE Yan-zhen HONG Qun School of Management Xiamen University Xiamen Fujian China Abstract Recently a considerable amount of doubt has been attached to the applicants displaying behaviors when the job-hunting TV shows are hotly broadcasting. Nevertheless despite of the showing characteristics of the program applicants in the real interview also try their best to manage their images and deeply impress the interviewers. Applicant impression management focuses on the behaviors that applicants design to be attractive and competent. Past studies have documented that applicants may use impression management tactics to influence the interviewer evaluation however so far few studies investigated how impression management tactics affect the interview outcome and when the impression management tactics will become more effective. The major purpose of this research is to examine the effect of applicants ingratiation tactics on interviewers affection in the Chinese job-hunting reality TV shows Only You. Based on Byrne s interpersonal attraction theory 1997 we further explore the mediating role of similarity to interviewer and the moderating effect of applicants physical attractive appearance on the relationship between applicants ingratiation tactics and their similarity to interviewer. To get good validity and reliability we prefer those scales that have been proven to be mature by many foreign researchers. Individual observers majored in human resource management and unaware of the hypothesis score the questioning item while watching the selected job-hunting shows after the researcher s guide. Given the fact that twelve interviewers interview one applicant and the evaluation is interactive we select the opinion of the twelve interviewers in the same show to represent the interviewer evaluation. In the current study we examine the TV shows from 2012 September to 2013 January and get a sample of 151 applicants. Consistent with hypothesis hierarchical regression analyses demonstrate that 1 applicant impression management tactics have a significant positive effect on the interviewer evaluation which indicates that ingratiation tactics such as opinion conformity and other-enhancement will contribute to increasing interviewers affection to the applicant 2 similarity to interviewer effect partially mediates the relationship between ingratiation tactics and interviewers affection to applicant 3 physical attractive appearance moderates the relationship between ingratiation tactics and similarity to interviewer such that ingratiation tactics have a stronger positive effect on similarity to interviewer when physical attractive appearance is low rather than high. To our surprise the result shows that interviewers attention is distracted by the applicant s physical attractive appearance such that the effect of ingratiation tactics on the interviewers affection is partially decreased. As a result perhaps it is a good choice for the attractive applicant to demonstrate his /her ability rather than to ingratiate the interviewers too much. This study contributes to the impression management literatures by answering how and why applicant impression management tactics are related to interviewer evaluation in Chinese job-hunting shows context. To increase the validity of the interview organization may firstly train the interviewers according to the interview strategy goals and make sure the interviewers be alert to the ingratiation tactics. Secondly increasing diversity of the interviewers should be essential to increase the employing team s efficiency. Meanwhile interviewers may anticipate the impression management tactics which applicants will chose and prepare in the structured interview in advance. Other selection methods besides interview also should be used to distinguish the false information applicants may provide such as background investigation or paper test. Key Words impression management interviewer evaluation similarity to interviewer physical attractive appearance 80