Fairness of impression management in employment interviews: A cross-country study of the role of equity and machiavellianism

@article{Lopes2004FairnessOI,
  title={Fairness of impression management in employment interviews: A cross-country study of the role of equity and machiavellianism},
  author={Joana Corte Lopes and Clive Fletcher},
  journal={Social Behavior and Personality},
  year={2004},
  volume={32},
  pages={747-768}
}
This study focused on the use of Impression Management (IM) in employment interviews from the perspective of interviewees and investigated possible antecedents of their perceptions regarding what is fair interviewee IM. Its rationale was largely based on the tenets of equity theory (Adams, 1963; 1965). Data from 163 potential interviewees (college students) approached in the UK and Portugal showed that, as expected, they tended to perceive as fair interviewee IM those IM tactics they also saw… 
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References

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This paper contends that impression management is not inherently a threat to fairness in employment interviews. Rather, regarding impression management as unfair is based on an outdated, narrow view
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This study investigated the relationship between characteristics of applicants and interviewers, and type and amount of impression management (IM) used by applicants in the employment interview.
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It has been a commonly held belief for some time that applicants attempt to manage impressions of interviewers in the employment interview process, but only recently have researchers begun to examine
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TLDR
Results from 119 structured interviews indicated that almost all of the applicants used some form of impression management, and the use of self-promotion and ingratiation tactics was positively related to interviewer evaluations.
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TLDR
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