摘要
印象管理在招聘领域备受关注,既有研究多数涉及"应聘者印象管理策略是否会影响考官评价"的研究。但是,管理实践更需要"应聘者印象管理策略对考官评价影响"的机理性解释。基于此,本文借助我国电视招聘节目《非你莫属》中的样本,对应聘者印象管理行为与考官认知的因果模型进行检验,研究应聘者印象管理对考官认知的影响过程中考官共鸣感的中介作用及外表吸引力的调节作用。层级回归分析结果显示,应聘者讨好策略对考官喜欢度的正向影响得到了证实,考官共鸣感在其中起到了部分中介作用。有趣的是,应聘者的外表吸引力在讨好策略与考官共鸣感之间的关系中起到了负向的调节作用。
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 inter- viewers. Applicant impression management focuses on the behaviors that applicants design to be attractive and com- petent. Past studies have documented that applicants may use impression management tactics to influence the inter- viewer 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 re- search is to examine the effect of applicants＇ ingratiation tactics on interviewers＇ affection in the Chinese job-hun- ting 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 in- terviewers 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-en- hancement, 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 impres- sion 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 im- pression 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.
出处
《经济管理》
CSSCI
北大核心
2013年第8期73-80,共8页
Business and Management Journal ( BMJ )
关键词
印象管理
考官认知
考官共鸣感
外表吸引力
impression management
interviewer evaluation
similarity to interviewer
physical attractive ap- pearance
