Perceived resiliency: The influence of resilience narratives on attribution processes in selection☆
Section snippets
Resilience in selection contexts
Selection research offers insights concerning selection method reliability and validity, applicants' intentional and unintentional impression management, and applicant experiences and reactions. Yet, a clear picture of how and why applicants' sharing of personal stories shape organizational decision-makers' perceptions of applicants is still emerging (Levashina et al., 2014; McFarland et al., 2003). We aim to demonstrate how and why resilience narratives relate to decision-makers' perceptions
Resilience conceptual grounding
Research has identified that the conceptualization of resilience involves two elements: (1) facing adversity and (2) overcoming the adversity (Fisher et al., 2019). Individuals are said to have an opportunity to demonstrate resilience if they have faced difficulty—there must be some current or past adversity that presents a threat to normative functioning (Masten, 2001). Resilience researchers have studied adverse conditions such as parental mental illness, socioeconomic disadvantage, and
Preliminary qualitative exploration
Although online job search resources, such as Glassdoor, claim that hiring managers are interested in how applicants overcome adversity, we aimed to test this claim to ensure that hiring managers seek information regarding resilience narratives in pre-interview and interview contexts. Organizational psychology research has yet to directly assess resilience narratives in the selection context, and we intended to provide empirical evidence to demonstrate whether resilience narratives are relevant
Manipulation pilot study
The experiment manipulation material wording was assessed in a pilot study. This was done to determine whether the wording used to describe the manipulated resilience narrative factors (i.e., locus of support and locus of adversity) was adequate and effective in conveying the intended loci. Subject matter experts (SMEs; Organizational Behavior and I-O Psychology Ph.D. students) were recruited via email to participate in this pilot study. Twenty-three individuals made up the SME sample (Mage
Participants and procedure
We surveyed 199 working adults in the United States using Amazon's Mechanical Turk (MTurk) task system. Participants were selected based on their approval rating on previous human intelligence tasks (HITs; self-contained tasks) that they completed to receive a reward. We used at least 95% approval ratings as a cut-off for eligibility to ensure the sample contained MTurk workers who have a reputation for successful and attentive completion of surveys. Research has demonstrated that MTurk workers
Study 1 results
Confirmatory factor analyses (CFA) using MPlus with listwise deletion and maximum likelihood estimation (Muthén & Muthén, 1998–2012) was conducted to test the measurement model. The hypothesized 4-factor model: perceived resiliency, hiring recommendation, emotional reaction, and participant resiliency (X2 [344] = 1042.87; CFI = 0.82; SRMR = 0.09) demonstrated superior fit to two alternative models. The hypothesized model was compared to an alternative 3-factor model that combined hiring score
Study 1 discussion
Study 1 results demonstrated that the interaction between locus of support and adversity related to perceived resiliency in the expected manner. Further, the hypothesized moderated mediation relationship between resilience narrative loci and hiring recommendation via perceived resiliency was supported. Further, although perceived resiliency related to emotional reactions, the moderated mediation effect was not significant. To extend this assessment beyond a pre-interview application context, we
Participants and procedure
For Study 2, we surveyed working adults at or above the age of 18 in the United States using the Qualtrics Panel participant recruitment system. We restricted this sample to individuals with prior experience in the hiring context (i.e., experience conducting job interviews). Participants received two dollars (U.S.) for completing the survey.
The initial sample included 273 participants. For improved data quality, we removed 21 participants from the sample prior to data analyses because they
Study 2 results
Confirmatory factor analyses (CFA) using MPlus with listwise deletion and maximum likelihood estimation (Muthén & Muthén, 1998–2012) demonstrated superior fit for the hypothesized 4-factor model: perceived resiliency, hiring recommendation, emotional reaction, and participant resiliency (X2 [344] = 1202.64; CFI = 0.71; SRMR = 0.12), as compared to two alternative measurement models. The hypothesized model was compared to an alternative 3-factor model that combined hiring score and emotional
Study 2 discussion
Study 2 results, parallel to Study 1, showed that the interaction between locus of support and adversity related to perceived resiliency. Perceived resiliency also directly related to selection ratings (i.e., hiring recommendations and emotional reactions). Further, the hypothesized moderated mediation relationship between resilience narrative loci and both hiring recommendation and emotional reactions via perceived resiliency was supported in this study. Next, to further assess
Participants and procedure
For this study, we surveyed 124 adults who have previous hiring experience (i.e., conducing job interviews) in the United States. To recruit adults with hiring experience, we posted study recruitment flyers on social media groups (e.g., Facebook, LinkedIn) comprised of hiring personnel, as well as on local online community boards. We also contacted the HR departments of organizations, advertised the study in professional social media circles, and used snowball sampling—invited participants to
Study 3 results
Confirmatory factor analyses (CFA) using MPlus with listwise deletion and maximum likelihood estimation (Muthén & Muthén, 1998–2012) demonstrated superior fit for the hypothesized 5-factor model: perceived resiliency, hiring recommendation, emotional reaction, participant resiliency, and perceived competence (X2 [485] = 1022.75; CFI = 0.83; SRMR = 0.08), as compared to two alternative measurement models. The hypothesized model was compared to an alternative 4-factor model that combined hiring
Study 3 discussion
Study 3 results, in line with Studies 1 and 2, demonstrated that perceived resiliency directly related to selection ratings (i.e., hiring recommendation and emotional reaction), although evidence of moderated mediation was not found. In addition, this study showed incremental validity for perceived resiliency, beyond the variance explained by perceived competence, in relation to both hiring and emotional ratings. In terms of relative effects, perceived competence was more strongly related to
General discussion
Resiliency is an important characteristic to understand because it is recognized as a competitive advantage in today's organizations (e.g., Avey et al., 2011; Shin et al., 2012). Accordingly, it is useful to understand the factors influencing how resiliency is attributed in pre-interview and interview selection contexts and the effects of such attributions. However, current research on resiliency has mainly adopted a self-report approach and has not investigated the factors that contribute to
CRediT authorship contribution statement
Danielle D. King: Conceptualization, Data curation, Formal analysis, Investigation, Methodology, Project administration, Supervision, Writing – original draft. Brent Lyons: Conceptualization, Investigation, Supervision, Writing – original draft. Cassandra N. Phetmisy: Data curation, Investigation, Writing – review & editing.
Declaration of competing interest
The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper.
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This research did not receive any specific grant funding from funding agencies in public, commercial, or not-for-profit sectors.