Will I Fake It? The Interplay of Gender, Machiavellianism, and Self-monitoring on Strategies for Honesty in Job Interviews

@article{Hogue2013WillIF,
  title={Will I Fake It? The Interplay of Gender, Machiavellianism, and Self-monitoring on Strategies for Honesty in Job Interviews},
  author={Mary Hogue and Julia Levashina and H Hang},
  journal={Journal of Business Ethics},
  year={2013},
  volume={117},
  pages={399-411}
}
The use of deception during social interactions is a serious ethical concern for business. Interpersonal Deception Theory (IDT) proposes that strategies for using deception are influenced by personal factors. We tested this proposal by assessing participants’ strategies for using deception during an employment interview. Specifically, we examined three personal factors [gender, Machiavellianism, and self-monitoring (SM)] and intentions toward four types of deceptive behaviors (Extensive Image… 
“If Others Are Honest, I Will Be Too”: Effects of Social Norms on Willingness to Fake During Employment Interviews
Applicant faking in employment interviews is a pressing concern for organizations. It has previously been suggested that subjective norms may be an important antecedent of faking, but experimental
When Winning is Everything: The Relationship between Competitive Worldviews and Job Applicant Faking
Job applicant faking, that is, consciously misrepresenting information during the selection process, is ubiquitous and is a threat to the usefulness of various selection tools. Understanding
Machiavellianism, Moral Orientation, Social Desirability Response Bias, and Anti-intellectualism: A Profile of Canadian Accountants
Prior research has demonstrated that accountants differ from the general population on many personality traits. Understanding accountants’ personality traits is important when these characteristics
Once an Impression Manager, Always an Impression Manager? Antecedents of Honest and Deceptive Impression Management Use and Variability across Multiple Job Interviews
TLDR
Results suggest that applicants high in Extraversion or core self-evaluations tend to engage in more honest self-promotion but do not adapt their IM approach across interviews, and provides additional evidence for the claim that deceptive IM (or faking) is a potential threat for organizations.
Cross‐Cultural Differences in Applicant Faking on Personality Tests: A 43‐Nation Study
In a globalised world, more and more organisations have to select from pools of applicants from different cultures, often by using personality tests. If applicants from different cultures were to
Reflections on the Misrepresentation of Machiavelli in Management: The Mysterious case of the MACH IV Personality Construct
Niccolò Machiavelli is credited with inspiring the MACH IV personality assessment instrument, which has been adopted widely in management, both public and private. The personality this instrument
When the Dark Shines: The Role of Dark Personality Traits in Leadership Role Occupancy and Hiring Decisions in a Collectivistic Culture
Two studies investigated the role of the Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism), conscientiousness, and intelligence on leadership role occupancy and hiring decisions
Running head: REGIONAL DIFFERENCES IN FAKING Do you fake more because of your neighbors? A multi-level study on regional and individual predictors of faking intentions across the U.S
Research on faking behavior and underlying intentions has mostly employed an intraindividual perspective, stressing the role of individual-level predictors. Inspired by theoretical arguments (e.g.,
Do You Fake More Because of Your Neighbors? A Multi-level Study on Regional and Individual Predictors of Faking Intentions Across the USA
Research on faking behavior and underlying intentions has mostly employed an intraindividual perspective, stressing the role of individual-level predictors. Inspired by theoretical arguments (e.g.,
...
1
2
3
4
5
...

References

SHOWING 1-10 OF 64 REFERENCES
Self-revelation as manipulation: The effects of sex and machiavellianism on self-disclosure
Although self-disclosure is regarded primarily as an affiliative behavior, it has recently been proposed that disclosure may also function as an interpersonal manipulation strategy for females high
Self-disclosure as an influence strategy: Effects of machiavellianism, androgyny, and sex
In a study linking the characteristics of androgyny and Machiavellianism to the use of self-disclosure, participants were asked to complete two writing tasks. The tasks consisted of an influence
Machiavellianism and Self-Monitoring: As Different as “Me” and “You”
Although both Machiavellianism (Christie & Geis, 1970) and self-monitoring (Snyder, 1974) are characterized by the use of effective impression management, previous research has indicated that the
Looking Good and Lying to Do It: Deception as an Impression Management Strategy in Job Interviews
The present study investigated job applicants' use of deception. The study examined applicants' deception on written applications, as well as in a job interview; whether individuals would lie to
Fairness of impression management in employment interviews: A cross-country study of the role of equity and machiavellianism
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
Rolling with the Changes: A Role Congruity Perspective on Gender Norms
Role congruity theory (e.g., Eagly & Diekman, 2005) posits that a group will be positively evaluated when its characteristics are perceived to align with the requirements of the group's typical
Does Participation Affect Deception Success? A Test of the Interactivity Principle
Communication episodes may range from highly interactive to noninteractive. The principle of interactivity refers to the constellation of structural and experiential features associated with
A Model of Faking Likelihood in the Employment Interview
There has been surprisingly little research on faking in the employment interview, despite the fact that professional judgment would suggest that faking might occur in the interview. Based on a
Measuring faking in the employment interview: development and validation of an interview faking behavior scale.
TLDR
Over 90% of undergraduate job candidates fake during employment interviews; however, fewer candidates engage in faking that is semantically closer to lying, ranging from 28% to 75%.
...
1
2
3
4
5
...