TY - JOUR

T1 - Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

AU - Ingold, Pia V.

AU - Kleinmann, Martin

AU - König, Cornelius J.

AU - Melchers, Klaus G.

N1 - Funding Information: Correspondence should be addressed to Pia Ingold, Arbeits-und Organisationspsychologie, Universität Zürich, Binzmühlestrasse 14/12, CH-8050 Zürich, Switzerland. E-mail: p.ingold@psychologie.uzh.ch We thank Lissandra Niederberger and Thomas Duttwiler who helped collecting the data of this study and Anne Jansen for her advice on the data collection. The study reported in this article was supported by a grant from the Swiss National Science Foundation [grant number 100014-124449]. Publisher Copyright: © 2014 Taylor & Francis.

PY - 2015/5/4

Y1 - 2015/5/4

N2 - The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.

AB - The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.

KW - Faking

KW - Impression management

KW - Interviews

KW - Personality inventories

KW - Self-presentation

KW - Supervisor’s job performance ratings

UR - http://www.scopus.com/inward/record.url?scp=84937253625&partnerID=8YFLogxK

U2 - 10.1080/1359432X.2014.915215

DO - 10.1080/1359432X.2014.915215

M3 - Journal article

AN - SCOPUS:84937253625

VL - 24

SP - 420

EP - 432

JO - European Journal of Work and Organizational Psychology

JF - European Journal of Work and Organizational Psychology

SN - 1359-432X

IS - 3

ER -