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The benefits and perils of job candidates’ signaling their morality in selection decisions
Author(s) -
Yam Kai Chi,
Reynolds Scott J.,
Wiltermuth Scott S.,
Zhang Yajun
Publication year - 2020
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/peps.12416
Subject(s) - morality , immorality , social psychology , psychology , moderation , framing (construction) , mediation , appeal , moderated mediation , quality (philosophy) , law , political science , epistemology , philosophy , structural engineering , engineering
In this research, we challenge the belief that positive signals of morality always increase job candidates’ appeal to interviewers. In four experiments with both experienced and novice interviewers, we find that signals of the candidates’ morality interact with the nature of the industry such that candidates who send signals of morality are less likely to be selected for jobs in a morally tainted industry, compared to neutral candidates. Moderated mediation analyses indicate that this effect is driven by a perceived lack of job fit (Experiments 1 and 2). Results of Experiment 3 indicate that this moderation effect is limited to candidates who signal morality—candidates applying for jobs in morally tainted industries who signal immorality do not enjoy a competitive advantage over moral or morally neutral candidates. Finally, the framing of the organization, that is, whether critical aspects of the organization are presented as more morally or economically oriented, within morally tainted industries helps mitigate the penalizing effects interviewers put on candidates who signal their morality—a moral frame eliminates this negative effect whereas an economic frame does not (Experiment 4). Together, these studies indicate that a job candidate's morality is a complicated and important quality that can profoundly affect his/her ratings of hireability.