Article analysis

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Article analysis

  1. 1. Communication inemployment Interview<br />
  2. 2. <ul><li>Fairness of impression management in employment interviews
  3. 3. Implicit sources of bias in </li></ul>employment interview <br />judgments and decisions<br />
  4. 4. <ul><li> Focus on the use of Impression Management (IM)Impression management (IM) refers to individuals’ attempts at determining the impression others form of them regarding their behavior, motivation, morality and other characteristic
  5. 5. Interviewee and interviewer IM style </li></ul>may have an impact on interview outcome,<br /><ul><li>Raise concern on the possible</li></ul>effect of IM on Validity and fairness<br />of selection decision.<br />
  6. 6. Hypotheses<br /><ul><li>H1-interviewee perception of interviewers’ IM use as being fair </li></ul>will contribute to the prediction of perception of interviewees’ IM use <br />as being fair too <br /><ul><li>H2-interview perceptions of greater IM attempts by the organization </li></ul>in the ad of an employment vacancy will contribute to the prediction of <br />greater perceived fairness of IM use by applicants.<br /><ul><li>H3- Individuals’ experience of interview will contribute
  7. 7. to the prediction of perception of interviewee IM use as being fair </li></li></ul><li>Hypotheses<br /><ul><li>H4- Gender will contribute to the prediction of how fair interviewee</li></ul> IM use in interviews is viewed to be interviewees. <br /><ul><li>H5- The country in which individuals are living will contribute</li></ul> to the prediction of their perceptions of the<br /> fairness of interviewee IM use in the interview<br /><ul><li>H6: High interviewee Machiavellianism will </li></ul>contribute to the prediction of interviewee IM use as being fairer.<br />
  8. 8. Method<br />Sample A- Participants = 163, UK students= 81 and Portugal students= 82<br />Sample B- effectiveness of the organizational IM manipulation was checked using Sample A’s Portuguese. In UK using an independent convenience sample N=74<br />Measures1.IM Fairness itemsFor interviewer fairness items:“At job interviews, interviewers may behave in certain ways in order to create <br />a good impression of themselves and their organization, therefore <br />how fair is it for interviewers to do each of the things listed below to create <br />a good impression?” (1= always fair; 5= never fair)<br />
  9. 9. For interviewee: “In order to make a good impression at the interview <br />(for job mention in IM and no IM ad), you may behave in particular ways. <br />How fair would it be for you to do each of the things listed below?”<br /> (1= totally fair; 5=totally unfair)<br />2.Machiavellianism:using the scale the scale’s items are worded positively and negatively<br />(from +3= strongly agree to -3= strongly disagree) <br />3.Organizational IM:using two Ad “when writing this ad,<br /> how hard do you think the organization was trying to make good impression <br />on potential candidate?” (1= very hard, 5=not hard at all)<br />
  10. 10. Procedure<br />The Portuguese translation of the questionnaire was <br />checked through. The participants was presented with <br />1. The interview IM fairness items<br />2. Job advertisement and interviewee IM fairness item<br />3. Machiavellianism scale <br />RESULT<br />No IM ad M=2.28IM ad M=1.78<br />Interviewer IM fairness= .798<br />Interviewee IM fairness= .868<br />Machiavellianism= .66<br />
  11. 11. Hypotheses Testing !<br /><ul><li>H1-interviewee perception of interviewers’ IM use as being fair </li></ul>will contribute to the prediction of perception of interviewees’ IM use <br />as being fair too <br />Supported<br /><ul><li>H2-interview perceptions of greater IM attempts by the organization </li></ul>in the ad of an employment vacancy will contribute to the prediction of <br />greater perceived fairness of IM use by applicants.<br />Supported<br />x<br /><ul><li>H3- Individuals’ experience of interview will contribute
  12. 12. to the prediction of perception of interviewee IM use as being fair </li></li></ul><li>Hypotheses<br /><ul><li>H4- Gender will contribute to the prediction of how fair interviewee</li></ul> IM use in interviews is viewed to be interviewees. <br />x<br /><ul><li>H5- The country in which individuals are living will contribute</li></ul> to the prediction of their perceptions of the<br /> fairness of interviewee IM use in the interview<br />Supported<br /><ul><li>H6: High interviewee Machiavellianism will </li></ul>contribute to the prediction of interviewee IM use as being fairer.<br />Supported<br />
  13. 13. Relevance<br />Of this Research<br />
  14. 14. Relevance<br />Of this Research<br /><ul><li>recruiting and screening toolappropriateness of content
  15. 15. Information-Gathering Tool</li></ul>interviewees form an opinion about the<br />company based on the questions behavior<br /><ul><li>tool for socialization</li></ul> . The effectiveness and fairness depends<br /> on what information is communicated<br />
  16. 16. Implicit sources of bias in employment interview judgments and decisions<br />
  17. 17.
  18. 18. H2- type<br />H1-typee<br />Hypotheses<br />
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  20. 20. Type here<br />
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  23. 23. Relevance<br />Of this<br />Research<br />
  24. 24.
  25. 25. Future Trend<br />

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