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The Effect of Applicant Impression Management Tactics on Hiring Recommendations: Cognitive and Affective Processes
Author(s) -
Chen ChienCheng,
Lin MeiMei
Publication year - 2014
Publication title -
applied psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.497
H-Index - 88
eISSN - 1464-0597
pISSN - 0269-994X
DOI - 10.1111/apps.12013
Subject(s) - psychology , perception , affect (linguistics) , social psychology , mood , impression management , cognition , impression formation , applied psychology , social perception , communication , neuroscience
The main purpose of this study is to investigate whether applicants' impression management ( IM ) tactics indirectly influence hiring recommendations through cognitive mechanisms (i.e. recruiters' perceptions of person–organisation [ P – O ] fit, person–job [ P – J ] fit, and person–recruiter [ P – R ] fit) or affective mechanisms (i.e. recruiters' positive mood) during authentic employment interviews for actual job openings. Participants consisted of 221 applicant–recruiter dyads from 50 companies in T aiwan. The results demonstrated that applicants' self‐focused IM tactics are positively related to recruiter perceptions of P – J fit, which in turn influence hiring recommendations. In addition, applicant other‐focused IM tactics affect hiring recommendations through recruiters' perceptions of P – O fit. Moreover, applicants' non‐verbal IM tactics were positively related to recruiters' positive mood, which in turn affected recruiters' perceptions of P – J fit and P – O fit, thereby affecting hiring recommendations.