Resilience narratives (stories of encountering and overcoming adversity) are often solicited in pre-interview (e.g., application) and interview selection contexts. In this work, we examine the effectiveness of resilience narratives in pre-interview and interview selection contexts where applicants share personal narratives about themselves. Drawing on Attribution Theory (Heider, 1958; Kelley, 1967) we make hypotheses about how perceived resiliency is shaped by resilience narratives and how this perception influences the hiring recommendations and emotional reactions of organizational decision-makers. Specifically, we examine the effects of two key elements of resilience narratives (locus of adversity and locus of support) on attribution processes and decision-making. To test the hypothesized model, we conducted a set of in-depth interviews and three experiments. Preliminary interview data demonstrated that hiring personnel consciously seek to assess perceived resiliency and resilience narrative loci in selection. In Study 1 we tested proposed effects with 178 working adults in a university application pre-interview context, Study 2 included a parallel experiment in an organizational interview context with 194 participants who had hiring experience, and Study 3 involved quantitative experimental assessments of job interviewees conducted with 124 working adults with hiring experience. Across two selection contexts (pre-interview applications, interviews) and three samples, results revealed that: (a) resilience narrative loci affect perceived trait resiliency attributions formed about applicants, and (b) perceived resiliency directly relates to emotional reactions and hiring recommendations, incrementally beyond competence perceptions. We detail theoretical and practical implications for the extension of Attribution Theory by integrating resilience narratives, perceived resiliency, and selection processes.

弹性叙事（遇到和克服逆境的故事）通常在面试前（例如，申请）和面试选择上下文中被征求。在这项工作中，我们研究了在面试前和面试选择环境中弹性叙述的有效性，在这种情况下，申请人分享关于自己的个人叙述。借鉴归因理论（Heider，1958 年；Kelley，1967 年），我们假设弹性叙事如何塑造感知弹性，以及这种感知如何影响组织决策者的招聘建议和情绪反应。具体来说，我们研究了弹性叙事的两个关键要素（逆境和支持的轨迹）对归因过程和决策的影响。为了测试假设的模型，我们进行了一组深度访谈和三个实验。初步访谈数据表明，招聘人员有意识地寻求评估选择中的感知弹性和弹性叙事轨迹。在研究 1 中，我们在大学申请面试前的环境中测试了 178 名在职成年人的拟议效果，研究 2 包括在组织面试环境中对 194 名有招聘经验的参与者进行的平行实验，研究 3 包括对工作面试者进行的定量实验评估拥有 124 名有招聘经验的在职成年人。在两个选择环境（面试前申请、面试）和三个样本中，结果显示：（a）弹性叙事轨迹影响对申请人形成的感知特质弹性归因，以及（b）感知弹性与情绪反应和招聘建议直接相关，逐渐超越能力认知。我们通过整合弹性叙述、感知弹性和选择过程，详细介绍了归因理论扩展的理论和实践意义。