Despite decades of research on the role of socially desirable responding (SDR) in hiring contexts, it remains unclear whether job applicant SDR is related to future employee performance. Drawing on a large sample of 1,084 retail sales employees and their original job application data, this study examined the predictive validity of two operationalizations of SDR: (a) impression management captured using a personality scale and (b) overclaiming familiarity with a list of products that were directly relevant to the job. Neither measure was used to inform the hiring decisions. Results showed that job applicant impression management and overclaiming were unrelated to four indicators of future sales performance as employees. Implications for organizational selection policies involving applicant SDR are discussed.

中文翻译：

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印象管理和对工作申请的要求过高：与未来的销售业绩有关吗？

尽管数十年来对社会期望响应（SDR）在招聘中的作用进行了研究，但仍不清楚求职者SDR是否与未来员工绩效有关。这项研究以1,084名零售业雇员的大量样本及其原始工作申请数据为基础，研究了两种SDR操作性的预测有效性：（a）使用个性量表捕获的印象管理；（b）夸大对产品清单的熟悉度与工作直接相关的 两种措施均未用于告知招聘决定。结果表明，求职者的印象管理和夸大与未来雇员销售业绩的四个指标无关。讨论了涉及申请人SDR的组织选择政策的含义。