The Influence of Applicant and Interviewer Characteristics on the Use of Impression Management1

Authors

  • John E. Delery,

    1. Department of Management University of Arkansas
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  • K. Michele Kacmar

    Corresponding author
    1. Department of Management Florida State University
      Correspondence concerning this article should be addressed to K. Michele Kacmar, College of Business, Florida State University, Tallahassee, FL 32306-1110
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  • 1

    We wish to thank Robert C. Liden and Cynthia K. Stevens for comments on earlier versions of this paper. This study was funded by a grant from the Society for Human Resource Management Foundation. Interpretations. conclusions and recommendations, however, are those of the authors. and do not necessarily represent those of the Foundation. Portions of this manuscript were presented at the 1995 annual meeting for the Society for Industrial and Organizational Psychology. Orlando, Florida.

Correspondence concerning this article should be addressed to K. Michele Kacmar, College of Business, Florida State University, Tallahassee, FL 32306-1110

Abstract

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. Specifically, applicant self-monitoring, self-esteem, locus of control, age, and training, and interviewer communication apprehension, interpersonal communication skill, age, and experience all were expected to influence the type and amount of IM behavior exhibited by applicants in the employment interview. Data from 64 field interviews confirmed that characteristics of the interviewer and, to a lesser extent, characteristics of the applicants were related to the use of IM tactics by applicants.

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