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The Relation Between Deceptive Impression Management and Employment Interview Ratings: A Meta-Analysis

机译：欺骗性印象管理与就业面试评级之间的关系：一项荟萃分析

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摘要

Deceptive impression management (IM) describes the intentional distortion of information to employment interview questions. In the present research, we conducted a meta-analysis examining the magnitude of the relation between applicants' use of deceptive IM and interview ratings. This research sought to address the mixed findings in the literature regarding the link between deceptive IM and interview ratings, as well as the limitation of how past meta-analyses were not able to distinguish between deceptive and honest tactics. Our results suggested that on average, deceptive IM was effectively unrelated to interview ratings. Moreover, we examined various moderators of this meta-analytic relation. Results indicated that the meta-analytic relation did not differ substantially based on the type of deceptive IM tactic examined, interview fidelity, student status, or participant gender. However, mean participant age was associated with the magnitude of and variability in study correlations. Lastly, results suggested that there are likely other unexamined moderators that may influence the deceptive IM-interview ratings relation. The present research ultimately contributes to our understanding of how deceptive IM is associated with interview ratings and how this relation may differ based on different research design and sample characteristics.
机译：欺骗性印象管理（IM）描述了将信息故意扭曲到就业面试问题上。在本研究中，我们进行了一项荟萃分析，研究了申请人使用欺骗性IM和访谈等级之间关系的幅度。这项研究试图解决文献中有关欺骗性IM与访谈评分之间的联系的混合发现，以及过去的荟萃分析如何无法区分欺骗性和诚实策略的局限性。我们的结果表明，平均而言，欺骗性的IM与访谈评分无关。此外，我们研究了这种元分析关系的各种主持人。结果表明，基于检查，访谈忠诚度，学生身份或参与者性别的欺骗性IM战术类型，荟萃分析关系没有显着差异。但是，平均参与者年龄与研究相关性的变异性和可变性有关。最后，结果表明，可能还有其他未经审查的主持人可能会影响欺骗性的IM-InterView评分关系。本研究最终有助于我们理解欺骗性IM与访谈评分如何相关联，以及这种关系如何根据不同的研究设计和样本特征而有所不同。

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