应聘者的自我提升策略对其能力、录用及人际吸引力的影响
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摘要
自我提升策略是人们最常用的一种印象管理策略之一,表现在夸大或强调自己的成就、技能和能力,目的在于使自己看起来更有能力或更具胜任力。自我提升策略是一种常见的人际现象,对人们的生活具有不可估量的影响,在应聘面试情境中,自我提升策略表现得尤为突出。近年来,由于印象管理日益受到心理学、组织科学的关注,印象管理策略也相应得到了学者们的重视,但国内关于自我提升策略的专门研究较少。
本研究以大学生为研究对象,采用实验方法探讨了应聘者的自我提升策略对其能力、人际吸引力以及录用的影响。研究主要分为两个部分,采用模拟招聘的方式进行两个岗位的招聘,篮球私人陪练和家庭护士。
实验一的结果表明,在应聘篮球私人陪练的面试情境中,自我提升策略对应聘者的人际吸引力、录用以及能力的评分均有显著的影响。自我提升策略的运用可以显著地提高应聘者的能力评分和被录用的可能性,但自我提升策略对应聘者的人际吸引力影响有显著的性别差异,自我提升的男性应聘者人际吸引力评分高于非自我提升的男性应聘者人际吸引力评分,同样运用自我提升策略时,男性应聘者的人际吸引力评分显著高于女性应聘者,在同样不使用自我提升策略时,女性应聘者的人际吸引力评分显著高于男性应聘者。这表明了职业性刻板印象和性别刻板印象的存在,更有能力胜任篮球私人陪练的男性符合了性别刻板印象,所以受到人们的喜欢,自我提升策略的运用虽然增加了女性的能力评分和录用可能性,但并没有增加女性的人际吸引力评分。
护士岗位是人们公认的女性化岗位,在实验二中,男性从事家庭护士岗位,与人们的职业性刻板印象不符,因而影响到这些男性应聘者的人际吸引力。运用自我提升策略获得录用的男性,其人际吸引力较低,而那些录用可能性较低的男性,人际吸引力评分较高。本研究又一次证明了性别刻板印象和职业性刻板印象的存在。自我提升策略对应聘者的录用和能力评分影响显著,验证了实验一的结论。
研究表明应聘者的自我提升策略对其能力和录用有显著的正面影响,自我提升策略在应聘不同的岗位时对应聘者的人际吸引力影响不同。符合性别刻板印象的自我提升行为对人际吸引力有显著的正面影响,不符合性别刻板印象的自我提升行为对人际吸引力影响不显著或有显著的负面影响。
Self-promotion is one of the most common impression management strategy. It involves exaggerating or highlighting one’s accomplishments and abilities so as to be seen as competent. It is a kind of common Interpersonal phenomenon and has a great influence on our life. It is particularly acute in interview. In recent years,impression management has received increased attention in psychology and organizational science.Accordingly impression management strategy has also become important researchs available.But there are very few researches about self-promotion strategy in China.
This study is to investigate the college students’self-promotion strategy and its influence on the job applicants’interpersonal attractiveness ,competence and hiring. The research was divided into two parts: recruitment are simulated with two posting,basketball accompany training and domestic nurse.
The result of experiment 1 show that in the interview of recruiting basketball accompany training, self-promotion strategy had significant influence on the ratings of competence , interpersonal attractiveness and hiring of candidates.The use of self-promotion stratege can significant influence candidates’ratings of competence and hiring.But the influence of it to candidates’interpersonal attractiveness had significant gender difference.The male candidates who used self-promotion strategy had higher ratings of interpersonal attractiveness than those of the male candidates who didn’t use self-promotion strategy,when the candidates used self-promotion strategy,male candidates’ratings of interpersonal attractiveness were significant higher than the female candidates’, when the candidates didn’t use self-promotion strategy, female candidates’ratings of interpersonal attractiveness were significant higher than the male candidates’, It was discovered that the existence of gender stereotype and occupation-sex stereotype,the male candidates who were more competent for basketball accompany training, they were consistent with people’s gender stereotype,so being liked by people.The use of self-promotion strategy increased the female candidates’ratings of competence and hiring,but it didn't increase the female candidates’ratings of interpersonal attractiveness.
It is generally accepted that nurse is a feminine post.In experiment 2, as a nurse,a man’s interpersonal attractiveness decreased for he was discordant with occupation-sex stereotype.Those who used self-promotion strategy and were hired had low interpersonal attractiveness ratings.While those who were not hired had high interpersonal attractiveness ratings. Self-promotion strategy had significant influence on the ratings of competence and hiring of candidates,which verified experiment 1.
The result of research showed that candidates’self-promotion stratege had obviously positive influence on the ratings of competence and hiring. Self-promotion strategy had different influence on candidates’interpersonal attractiveness ratings in different post interview.Those whose self-promotion strategy measured up to gender stereotype had obviously positive influence on the ratings of interpersonal attractiveness. On the other hand, Those whose self-promotion strategy didn’t measure up to gender stereotype had no influence or had obviously negative influence on the ratings of interpersonal attractiveness.
本研究以大学生为研究对象,采用实验方法探讨了应聘者的自我提升策略对其能力、人际吸引力以及录用的影响。研究主要分为两个部分,采用模拟招聘的方式进行两个岗位的招聘,篮球私人陪练和家庭护士。
实验一的结果表明,在应聘篮球私人陪练的面试情境中,自我提升策略对应聘者的人际吸引力、录用以及能力的评分均有显著的影响。自我提升策略的运用可以显著地提高应聘者的能力评分和被录用的可能性,但自我提升策略对应聘者的人际吸引力影响有显著的性别差异,自我提升的男性应聘者人际吸引力评分高于非自我提升的男性应聘者人际吸引力评分,同样运用自我提升策略时,男性应聘者的人际吸引力评分显著高于女性应聘者,在同样不使用自我提升策略时,女性应聘者的人际吸引力评分显著高于男性应聘者。这表明了职业性刻板印象和性别刻板印象的存在,更有能力胜任篮球私人陪练的男性符合了性别刻板印象,所以受到人们的喜欢,自我提升策略的运用虽然增加了女性的能力评分和录用可能性,但并没有增加女性的人际吸引力评分。
护士岗位是人们公认的女性化岗位,在实验二中,男性从事家庭护士岗位,与人们的职业性刻板印象不符,因而影响到这些男性应聘者的人际吸引力。运用自我提升策略获得录用的男性,其人际吸引力较低,而那些录用可能性较低的男性,人际吸引力评分较高。本研究又一次证明了性别刻板印象和职业性刻板印象的存在。自我提升策略对应聘者的录用和能力评分影响显著,验证了实验一的结论。
研究表明应聘者的自我提升策略对其能力和录用有显著的正面影响,自我提升策略在应聘不同的岗位时对应聘者的人际吸引力影响不同。符合性别刻板印象的自我提升行为对人际吸引力有显著的正面影响,不符合性别刻板印象的自我提升行为对人际吸引力影响不显著或有显著的负面影响。
Self-promotion is one of the most common impression management strategy. It involves exaggerating or highlighting one’s accomplishments and abilities so as to be seen as competent. It is a kind of common Interpersonal phenomenon and has a great influence on our life. It is particularly acute in interview. In recent years,impression management has received increased attention in psychology and organizational science.Accordingly impression management strategy has also become important researchs available.But there are very few researches about self-promotion strategy in China.
This study is to investigate the college students’self-promotion strategy and its influence on the job applicants’interpersonal attractiveness ,competence and hiring. The research was divided into two parts: recruitment are simulated with two posting,basketball accompany training and domestic nurse.
The result of experiment 1 show that in the interview of recruiting basketball accompany training, self-promotion strategy had significant influence on the ratings of competence , interpersonal attractiveness and hiring of candidates.The use of self-promotion stratege can significant influence candidates’ratings of competence and hiring.But the influence of it to candidates’interpersonal attractiveness had significant gender difference.The male candidates who used self-promotion strategy had higher ratings of interpersonal attractiveness than those of the male candidates who didn’t use self-promotion strategy,when the candidates used self-promotion strategy,male candidates’ratings of interpersonal attractiveness were significant higher than the female candidates’, when the candidates didn’t use self-promotion strategy, female candidates’ratings of interpersonal attractiveness were significant higher than the male candidates’, It was discovered that the existence of gender stereotype and occupation-sex stereotype,the male candidates who were more competent for basketball accompany training, they were consistent with people’s gender stereotype,so being liked by people.The use of self-promotion strategy increased the female candidates’ratings of competence and hiring,but it didn't increase the female candidates’ratings of interpersonal attractiveness.
It is generally accepted that nurse is a feminine post.In experiment 2, as a nurse,a man’s interpersonal attractiveness decreased for he was discordant with occupation-sex stereotype.Those who used self-promotion strategy and were hired had low interpersonal attractiveness ratings.While those who were not hired had high interpersonal attractiveness ratings. Self-promotion strategy had significant influence on the ratings of competence and hiring of candidates,which verified experiment 1.
The result of research showed that candidates’self-promotion stratege had obviously positive influence on the ratings of competence and hiring. Self-promotion strategy had different influence on candidates’interpersonal attractiveness ratings in different post interview.Those whose self-promotion strategy measured up to gender stereotype had obviously positive influence on the ratings of interpersonal attractiveness. On the other hand, Those whose self-promotion strategy didn’t measure up to gender stereotype had no influence or had obviously negative influence on the ratings of interpersonal attractiveness.
引文
[1] Andrews,M.C., Kacmar,K.M. Impression Management by sociation :Construction and Validation of a Scale. Journal of Vocational Behavior 58, 142–161 (2001)
[2] Arkin R M. Self-presentation Style. In: Tedeschi J T ed. Impression management theory and social psychological research. New York: Academic Press, 1981.
[3] Baumeister, R. F. A self presentational view of social phenomena. Psychological Bulletin, 1982,91.
[4] Bassett,J.F.,Cate,K.L.,Dabbs,J.M. Individual Differences in Self-Presentation Style:Driving an Automobile and Meeting a Stranger. Psychology Press.2002,281-288
[5]Bella,D.M.Nonverbal Behavior and Self-Presentation.Psychological Bulletin,1992, 111(2 ):203–243
[6] Bolino,M.C.,&Turnley,W.H.(1999). Measuring impression management in organizations: A scale development based on the Jones and Pittman taxonomy. Organizational research methods,2,187-206
[7] Bolion,M.C.,Varela,J.A. Bande,B and Turnley,W.H. The impact of impression-management tactics on supervisor ratings of organizational citizenship behavior. Journal of Organizational Behaviour27, 281–297 (2006)
[8] Cook,M.Performance appraisal and true performance.Journal of Managerial Psychology. 1995,Vol. 10, No. 7, 3-7.
[9]DePaulo,B.M., Kirkendol,S.E. (1989). The motivational impairment effect in the communication of deception. In J. Yuille (Ed.), Credibility assessment (pp. 51–70). Norwell, MA: Kluwer Academic.
[10] Ellis A.P.J,West,B.J,Ryan,A.M and DeShon.R.P.The Use of Impression Management Tactics in Structured Interviews: A Function of Question Type.Journal ofApplied Psycholigy.2002,Vol. 87, No. 6, 1200-1208
[11] Godfrey D.K, Jones,E.E and Lord C.G. Self-promotion Is Not Ingratiating. Journal of Personality and Social Psychology. 1986, Vol. 50, No. I, 106-115
[12] Heilman M E, Chen Julie J, et al. Same Behavior, Different Consequences: Reactions to Men's and Women's Altruistic Citizenship Behavior. Journal of Applied Psychology, 2005,90(3): 431~441
[13] Heilman M E, Wallen A S, Fuchs D, Tamkins M M, et al.Penalties for success: Reactions to women who succeed at male tasks. Journal of Applied Psychology, 2004, 89(3):416~427
[14] Higgins C A, Judge T A, Ferris G R. Influence tactics and work outcomes: A meta-analysis. Journal of Organizational Behavior, 2003, 24: 89~106
[15] Jones E E, Pittman T S.Toward a general theory of strategic self-presentation. In: Suls J. ed. Psychological perspectives on the self. Hillsdle,New Jersey: Erlabaum, 1982. pp.231-261
[16] Kaemar,K.M.,Delery,J.E.,﹠Ferris,G.R.Differential effectiveness of applicant impression management tactics on employment interview decisions.Journal of Applied Social Psychology.1992(22):1250-1272.
[17] Larsen, R. J., & Diener, E. Affect intensity as an individual difference characteristic: A review. Journal of Research in Personality, 1987(21) :1–39.
[18]Leary M.R., & Kowalski R.M. Impression management: A literature review and two-component model. Psychological Bulletin, 1990,107(1).
[19]Leary,M.R.,Nezlek,J.B.,Downs,D.,Radford-Davenport,J,Martin,J.,McMullen,A. Self-Presentation in Everyday Interactions:Effects of Target Familiarity and Gender Composition. Journal of Personality and Social Psychology. 1994, Vol. 67, No. 4, 664-673
[20] Rudman,L.A. Self-promotion as a Risk Factor for Women: The Cost and Benefitsof Counterstereotypical Impression Management. Journal of Personality and Social Psychology. 1998, Vol. 74, No. 3, 629-645.
[21] Ruth Davidhizar, RN, DNS, ARNP, BC, FAAN;Giny Youngberg Lonser, RN, MS. Self-promotion:A Strategy for Career Advancement. The Health Care Manager. 2004.Vol. 23, No. 1, pp. 11–14
[22] Schlenker B R, Soraci S J R, Schlenker P A. Self-presentation as a function of performance expectations and performance anonymity. Social Psychological Bulletin, 1974, (1): 152~154
[23] Schlenker, B. R., & Leary, M. R. Social anxiety and self-presentation: A conceptualization and model[J]. Psychological Bulletin, 1982b, 92, 641–669.
[24] Schmitt D.P. and Buss D.M. Strategy Self-promotion and Competitor Derogation: Sex and Context Effects on the Perceived Effectiveness of Mate Attraction Tactics. Journal of Personality and Social Psychology, 1996, Vol. 70. No. 6, 1185-1204.
[25]Singh,V.,Kumra,S.,Vinnicombe,S.Gender and Impression Management: Playing the promotion Game. Journal of Business Ethics.2002, 37: 77–89.
[26] Stevens C K, Kristof A L. Making the right impression: A field study of candidate impression management during job interviews. Journal of Applied Psychology, 1995, 80:587~606
[27] Tedeschi J T, Norman N. Social power, self-presentation and the self. In: Schlenker B R. ed. The self and social life. New York:McGraw Hill, 1985. 293-322
[28] Tetlock, P. E., & Manstead, A. S. R. Impression management vs. intrapsychic explanations in social psychology: A useful dichotomy? Psychological Review, 1985,92.
[29] Thorsten M, Miles H, et al. Cognitive Processes in Stereotype Formation: The Role of Correct Contingency Learning for Biased Group Judgments. Journal of Personality and Social Psychology, 2004, 87(5): 599~614
[30] Turnley W H, Bolino M C. Research Report Achieving Desired Images While Avoiding Undesired Images: Exploring the Role of Self-Monitoring in Impression Management.Journal of Applied Psychology, 2001, (2): 351~360
[1] 于永红.大学生内隐职业偏见和内隐职业性别刻板印象研究.心理科学.2003,26(4)672-675
[2] 王艳虹,郭德俊.应聘者印象管理研究评介.首都师范大学学报(社会科学版),2004,(2):104-110
[3] 王 丽 佩 , 李 永 鑫 . 印 象 管 理 影 响 因 素 研 究 述 评 , 天 水 行 政 学 院 学报,2007,(6):77-80
[4] 史清敏,赵海.自我表现理论概述.心理科学进展,2002,10(4):425-432
[5] 李风兰,郑晓边.人际认知中的性别刻板印象.华中农业大学学报(社会科学版).2004(4):61-67
[6] 刘娟娟.印象管理及其相关研究述评.心理科学进展,2006,14(1):309-314
[7] 刘肖岑,王立花,朱新筱.自我提升的含义与研究.山东师范大学学报(人文社会科学版). 2006,51(3): 145-148
[8] 宋广文,陈启山.印象管理对强迫服从后态度改变的影响.心理学报.2003,35(3):397-403.
[9] 肖崇好.印象整饰研究.怀化师专学报,2001,20(1):88-91.
[10] 胡志海.大学生职业性别刻板印象的内隐研究.心理科学.2005,28(5):112-1125
[11] 钱铭怡,罗珊红,张光健,陈萍,姚萍.关于性别刻板印象的初步调查.应用心理学.1999,5(1), 14-19
[12] 舒华.心理与教育研究中的多因素实验设计.北京:北京师范大学出版社.1994.8.111-129
[13] 董妍,俞国良.自我提升的研究现状与展望.心理科学进展.2005,13(2):178-185
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[15] 魏国英, 陈雪飞. 家庭文化对青少年性别刻板印象形成的影响. 妇女研究论丛.2005,1(1):29-36
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[2] Arkin R M. Self-presentation Style. In: Tedeschi J T ed. Impression management theory and social psychological research. New York: Academic Press, 1981.
[3] Baumeister, R. F. A self presentational view of social phenomena. Psychological Bulletin, 1982,91.
[4] Bassett,J.F.,Cate,K.L.,Dabbs,J.M. Individual Differences in Self-Presentation Style:Driving an Automobile and Meeting a Stranger. Psychology Press.2002,281-288
[5]Bella,D.M.Nonverbal Behavior and Self-Presentation.Psychological Bulletin,1992, 111(2 ):203–243
[6] Bolino,M.C.,&Turnley,W.H.(1999). Measuring impression management in organizations: A scale development based on the Jones and Pittman taxonomy. Organizational research methods,2,187-206
[7] Bolion,M.C.,Varela,J.A. Bande,B and Turnley,W.H. The impact of impression-management tactics on supervisor ratings of organizational citizenship behavior. Journal of Organizational Behaviour27, 281–297 (2006)
[8] Cook,M.Performance appraisal and true performance.Journal of Managerial Psychology. 1995,Vol. 10, No. 7, 3-7.
[9]DePaulo,B.M., Kirkendol,S.E. (1989). The motivational impairment effect in the communication of deception. In J. Yuille (Ed.), Credibility assessment (pp. 51–70). Norwell, MA: Kluwer Academic.
[10] Ellis A.P.J,West,B.J,Ryan,A.M and DeShon.R.P.The Use of Impression Management Tactics in Structured Interviews: A Function of Question Type.Journal ofApplied Psycholigy.2002,Vol. 87, No. 6, 1200-1208
[11] Godfrey D.K, Jones,E.E and Lord C.G. Self-promotion Is Not Ingratiating. Journal of Personality and Social Psychology. 1986, Vol. 50, No. I, 106-115
[12] Heilman M E, Chen Julie J, et al. Same Behavior, Different Consequences: Reactions to Men's and Women's Altruistic Citizenship Behavior. Journal of Applied Psychology, 2005,90(3): 431~441
[13] Heilman M E, Wallen A S, Fuchs D, Tamkins M M, et al.Penalties for success: Reactions to women who succeed at male tasks. Journal of Applied Psychology, 2004, 89(3):416~427
[14] Higgins C A, Judge T A, Ferris G R. Influence tactics and work outcomes: A meta-analysis. Journal of Organizational Behavior, 2003, 24: 89~106
[15] Jones E E, Pittman T S.Toward a general theory of strategic self-presentation. In: Suls J. ed. Psychological perspectives on the self. Hillsdle,New Jersey: Erlabaum, 1982. pp.231-261
[16] Kaemar,K.M.,Delery,J.E.,﹠Ferris,G.R.Differential effectiveness of applicant impression management tactics on employment interview decisions.Journal of Applied Social Psychology.1992(22):1250-1272.
[17] Larsen, R. J., & Diener, E. Affect intensity as an individual difference characteristic: A review. Journal of Research in Personality, 1987(21) :1–39.
[18]Leary M.R., & Kowalski R.M. Impression management: A literature review and two-component model. Psychological Bulletin, 1990,107(1).
[19]Leary,M.R.,Nezlek,J.B.,Downs,D.,Radford-Davenport,J,Martin,J.,McMullen,A. Self-Presentation in Everyday Interactions:Effects of Target Familiarity and Gender Composition. Journal of Personality and Social Psychology. 1994, Vol. 67, No. 4, 664-673
[20] Rudman,L.A. Self-promotion as a Risk Factor for Women: The Cost and Benefitsof Counterstereotypical Impression Management. Journal of Personality and Social Psychology. 1998, Vol. 74, No. 3, 629-645.
[21] Ruth Davidhizar, RN, DNS, ARNP, BC, FAAN;Giny Youngberg Lonser, RN, MS. Self-promotion:A Strategy for Career Advancement. The Health Care Manager. 2004.Vol. 23, No. 1, pp. 11–14
[22] Schlenker B R, Soraci S J R, Schlenker P A. Self-presentation as a function of performance expectations and performance anonymity. Social Psychological Bulletin, 1974, (1): 152~154
[23] Schlenker, B. R., & Leary, M. R. Social anxiety and self-presentation: A conceptualization and model[J]. Psychological Bulletin, 1982b, 92, 641–669.
[24] Schmitt D.P. and Buss D.M. Strategy Self-promotion and Competitor Derogation: Sex and Context Effects on the Perceived Effectiveness of Mate Attraction Tactics. Journal of Personality and Social Psychology, 1996, Vol. 70. No. 6, 1185-1204.
[25]Singh,V.,Kumra,S.,Vinnicombe,S.Gender and Impression Management: Playing the promotion Game. Journal of Business Ethics.2002, 37: 77–89.
[26] Stevens C K, Kristof A L. Making the right impression: A field study of candidate impression management during job interviews. Journal of Applied Psychology, 1995, 80:587~606
[27] Tedeschi J T, Norman N. Social power, self-presentation and the self. In: Schlenker B R. ed. The self and social life. New York:McGraw Hill, 1985. 293-322
[28] Tetlock, P. E., & Manstead, A. S. R. Impression management vs. intrapsychic explanations in social psychology: A useful dichotomy? Psychological Review, 1985,92.
[29] Thorsten M, Miles H, et al. Cognitive Processes in Stereotype Formation: The Role of Correct Contingency Learning for Biased Group Judgments. Journal of Personality and Social Psychology, 2004, 87(5): 599~614
[30] Turnley W H, Bolino M C. Research Report Achieving Desired Images While Avoiding Undesired Images: Exploring the Role of Self-Monitoring in Impression Management.Journal of Applied Psychology, 2001, (2): 351~360
[1] 于永红.大学生内隐职业偏见和内隐职业性别刻板印象研究.心理科学.2003,26(4)672-675
[2] 王艳虹,郭德俊.应聘者印象管理研究评介.首都师范大学学报(社会科学版),2004,(2):104-110
[3] 王 丽 佩 , 李 永 鑫 . 印 象 管 理 影 响 因 素 研 究 述 评 , 天 水 行 政 学 院 学报,2007,(6):77-80
[4] 史清敏,赵海.自我表现理论概述.心理科学进展,2002,10(4):425-432
[5] 李风兰,郑晓边.人际认知中的性别刻板印象.华中农业大学学报(社会科学版).2004(4):61-67
[6] 刘娟娟.印象管理及其相关研究述评.心理科学进展,2006,14(1):309-314
[7] 刘肖岑,王立花,朱新筱.自我提升的含义与研究.山东师范大学学报(人文社会科学版). 2006,51(3): 145-148
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