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The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience
Journal of Business and Psychology ( IF 6.604 ) Pub Date : 2022-10-01 , DOI: 10.1007/s10869-022-09847-7
Joseph A. Schmidt, Joshua S. Bourdage, Eden-Raye Lukacik, Patrick D. Dunlop

Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking.



中文翻译:

时间、技能重点和可验证性在求职者自我报告的技能和经验中的作用

尽管申请人的技能和经验自我报告是许多选择方法(例如,申请空白、简历、生物数据、在线申请人跟踪系统)的核心组成部分,但在这些类型的评估中,申请人印象管理 (IM) 通常被忽视了。文学。此外,很少有研究检查上下文因素对个人 IM 行为的影响。本研究应用期望理论的视角来研究应用环境的各个方面——特别是时间、招聘广告中的信息和可验证性——如何随着时间的推移影响 IM 对技能熟练度和经验测量的影响。使用 1893 名求职者的样本,他们回答了与多份工作申请有关的 70 个问题,我们观察到,申请人经常在多个申请中改变他们对这些问题的回答,增加,在某些情况下,减少自我报告的技能和经验。更长的求职时间与自我报告的技能熟练程度和经验问题的增加呈正相关。申请人也可能在评估难以验证的技能和经验的问题上给自己更高的评价,并且更有可能随着时间的推移增加他们报告的经验年限,以解决不太可验证的问题。研究结果对研究人员和从业人员具有有用的意义,表明求职者求职时长和问题可验证性是自我报告技能和经验评估中 IM 行为的上下文决定因素。而且,

更新日期:2022-10-01
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