应聘者个人特质、印象管理对面试评价的影响

发布时间：2018-01-18 10:38

本文关键词：应聘者个人特质、印象管理对面试评价的影响　出处：《浙江大学》2017年硕士论文　论文类型：学位论文

【摘要】：印象管理指人们有意或无意地控制自己在社会交往中所展现的形象,促使他人以特定印象知觉自己的一种行为。作为人力资源管理研究的一个方面,应聘者印象管理是十分重要的,同时,它也是印象管理领域的一个重要分支。对应聘者印象管理的研究,应立足于组织工作中的求职面试情境,探讨在这种人际互动过程中应聘者的个人特质、印象管理策略与招聘者的评价是如何相互影响的。本研究以真实面试情境为研究背景,探讨具有不同人格倾向的应聘者所采用的不同印象管理策略,以及印象管理策略影响下的行为对招聘者和应聘者的评价所产生的影响,同时,本文还探讨应聘者的自我监控水平是否能够作为调节变量影响印象管理策略的使用。主要研究结果如下:(1)不同的人格倾向会对应聘者的自我监控风格产生影响,研究结果显示,个人特质的不同,在自我监控水平上有显著的差异,人格特质越外向,自我监控水平越高。(2)在印象管理策略上,人格特质区分的差异显著,外向组得分高于内向组和中间型组,说明人格特质越是外向的,越是会采用印象管理的策略。(3)自我监控水平的高低,在印象管理策略的使用上,不存在显著差异。低自我监控水平的招聘者,也在使用印象管理策略,说明这在面试场景中是一个很普遍的行为。(4)应聘者和招聘者对面试的评价,两者之间是显著相关的,双方评价趋于一致性。就整个面试过程而言,招聘者和应聘者的面试评价高度一致认同,都比较认可应聘者在面试中的表现。这说明这样的面试过程是比较理性的,也是有效的。(5)自我监控水平对于个人特质和印象管理策略的调节效应在本研究中并不显著。(6)印象管理在个人特质和招聘者评价之间起部分中介作用,同时,印象管理在个人特质和应聘者自我评价之间也起部分中介作用。
[Abstract]:Impression management means that people intentionally or unintentionally control their own image in social interaction, and promote others to perceive their own behavior with a specific impression. It is an aspect of human resources management research. Impression management is very important, at the same time, it is also an important branch in the field of impression management. The purpose of this study is to explore how the personal traits of the interviewees, impression management strategies and the evaluation of recruiters interact with each other in the process of interpersonal interaction. To explore the different impression management strategies used by candidates with different personality trends, and the impact of impression management strategies on the evaluation of recruiters and candidates. This paper also discusses whether the self-monitoring level of candidates can be used as a moderator to influence the use of impression management strategies. The main results are as follows: 1). Different personality trends have an impact on the applicant's self-monitoring style. The results show that there are significant differences in the self-monitoring level among the different personal traits. The more extroverted personality traits, the higher the self-monitoring level. The difference of personality traits was significant. The extroverted group had higher scores than the introverted group and the intermediate type group, which indicated that the more extroverted personality traits, the more the impression management strategy. 3) the level of self-monitoring. There is no significant difference in the use of impression management strategies. Recruiters with low self-monitoring level also use impression management strategies. This shows that this is a very common behavior in the interview scenario. 4) there is a significant correlation between the evaluation of the interview by the candidate and the recruiter, and the evaluation between the two sides tends to be consistent. As far as the whole interview process is concerned. Recruiters and candidates are highly consistent in the interview evaluation, more recognition of the performance of the applicant in the interview, which shows that the interview process is more rational. The regulatory effect of self-monitoring on personal traits and impression management strategies is not significant in this study. Impression management plays an intermediary role between personal traits and recruiters' evaluation. At the same time, impression management also plays an intermediary role between personal traits and self-evaluation of candidates.
【学位授予单位】：浙江大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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