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首页> 外文期刊>Journal of Applied Psychology >Faking to Fit In: Applicants' Response Strategies to Match Organizational Culture
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Faking to Fit In: Applicants' Response Strategies to Match Organizational Culture

机译：伪造适合：申请人的反应战略，以匹配组织文化

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摘要

We examine applicant faking as an adaptive response to the specific environment that applicants are confronted with. More specifically, we propose that applicants fake by adapting their responses to the culture of the hiring organization so that they display the personality profile that best matches the organization's culture. In other words, they fake in a targeted manner, to increase their person- organization (P-O) fit. We tested this proposition in 6 studies. including experiments and surveys, and focused on competitiveness and innovativeness as 2 central elements of organizational culture. Results confirm that applicants infer an ideal personality profile from elements of organizational culture and then adapt their responses on personality inventories accordingly. Faking to increase P-O fit was present, albeit slightly weaker, when accounting for the fact that applicants choose organizations that fit their values. Overall, this research highlights the adaptive component of faking and underlines that it should not be considered a behavior that only dishonest individuals show.
机译：我们将申请人伪造作为对申请人面临的特定环境的适应性响应。更具体地说，我们建议申请人通过调整对招聘组织文化的回答，以便他们展示最符合组织文化的人格概况。换句话说，他们以目标方式假装，增加他们的人组织（P-O）适合。我们在6项研究中测试了这一命题。包括实验和调查，并专注于竞争力和创新作为组织文化的2个中央要素。结果证实，申请人从组织文化的要素推断出理想的个性概况，然后相应地调整他们对人格库存的反应。在申请人选择适合其价值观的事实时，伪造增加P-O FIT的旨在增加P-O Fit。总体而言，这项研究突出了假装的适应性分量，强调它不应被视为只有不诚实的个人展示的行为。

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