The present study investigated the association between personality and job interview performance, as mediated by applicant use of impression management (IM) behaviours. We focused primarily on the novel role of Honesty‐Humility, with a secondary focus on Extraversion and an exploratory examination of other HEXACO personality traits. The sample consisted of 212 management students participating in high fidelity mock interviews with 70 experienced interviewers. Findings indicated that, across both self‐ and peer reports of personality, (low) Honesty‐Humility, (high) Extraversion, and (low) Emotionality predict IM use. In addition, mediation analyses indicated that individuals high in Extraversion and low on Emotionality may perform better in the interview through their use of IM. On the other hand, while Honesty‐Humility indirectly impacted interview performance through several paths, the overall effect was null, such that individuals low in Honesty‐Humility did not perform better in the interview. This is because they used both forms of IM that led to success, and those that detracted from success, thereby cancelling each other out. This study informs our knowledge of personality and interview performance, such that differences in the IM behaviours an individual chooses have implications for whether individuals with certain traits are successful.

中文翻译：

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个性，面试表现和印象管理的中介作用

本研究调查了性格与工作面试表现之间的关联，这种关联是由申请人对印象管理（IM）行为的使用介导的。我们主要关注诚实谦卑的新角色，其次关注外向性和对其他HEXACO人格特征的探索性检查。样本由212名管理学生组成，他们与70位经验丰富的访问者一起参加了高保真模拟访问。研究结果表明，在自我和同伴的性格报告中，（低）诚实谦卑，（高）外向性和（低）情绪可预测IM的使用。此外，调解分析表明，外向性高，情绪低的人通过使用IM可能会在面试中表现更好。另一方面，虽然诚实谦卑通过几种途径间接影响面试表现，但总体效果却是无效的，因此诚实谦卑的人在面试中表现不佳。这是因为他们使用了导致成功的IM形式，也使用了损害成功的IM形式，从而相互抵消。这项研究告知我们有关人格和面试表现的知识，从而使个人选择的IM行为差异对具有某些特征的个人是否成功具有影响。