Self-presentation in personnel selection from the perspective of applicants and organizations

从申请人和组织的角度进行人才选拔的自我展示

• 批准号: 240523218
• 负责人: Professor Dr. Bernd Axel Marcus
• 金额: --
• 依托单位: Institut für Betriebswirtschaftslehre
• 依托单位国家: 德国
• 项目类别: Research Grants
• 财政年份: 2013
• 资助国家: 德国
• 起止时间: 2012-12-31 至 2017-12-31
• 项目状态: 已结题
• 来源: https://gepris.dfg.de/gepris/projekt/240523218?language=en
• 关键词: Self; presentation; personnel; selection; perspective

Positive self-presentation of job applicants has long been viewed as a serious problem in personnel selection. As a consequence, use of selection instruments susceptible to such tendencies (e.g., personality tests) has sometimes been abandoned. However, there is no consistent empirical evidence that susceptibility to positive self-presentation does systematically impair the predictive validity of selection instruments. The author of the present proposal recently presented a theory attempting to explain this apparent contradiction (Marcus, 2009). In this theory, the success of self-presentation (in terms of receiving a job offer) is described as an outcome of a complex set of applicants' skills and motivational characteristics, and of properties of the selection instrumentsemployed. These variables affect predictive validity in part positively and in part negatively, such that effects can compensate for each other and even positive net effects may emerge. In the present research, a series of empirical studies are outlined, which are aimed at testing propositions of the theory and at deriving practical solutions that improve personnel selection. Hypothesized effects are to be established first in simulated selection settings with job-experienced students. Subsequently, it will be examined to what extent findings generalize to actual selection settings in the field. In case hypotheses derived from the theory could be confirmed, this proposal may lead to a paradigmatic shift in the way self-presentation of job applicants is generally viewed. Namely, self-presentation may then be regarded as a potential resource, rather than a threat, in personnel selection.

求职者积极的自我介绍长期以来一直被视为人事选拔中的一个严重问题。因此，使用易受这种倾向影响的选择工具（例如，性格测试）有时被放弃。然而，没有一致的经验证据表明，积极的自我呈现的易感性系统地损害选择工具的预测有效性。本提案的作者最近提出了一个理论，试图解释这一明显的矛盾（马库斯，2009）。在这一理论中，成功的自我介绍（在接受工作机会方面）被描述为一套复杂的申请人的技能和动机特征的结果，以及所采用的选择工具的属性。这些变量对预测有效性的影响部分是积极的，部分是消极的，这样的效果可以相互补偿，甚至可能出现积极的净效应。在目前的研究中，一系列的实证研究概述，这是为了测试命题的理论，并在得出切实可行的解决方案，改善人员的选拔。假设的影响是建立在模拟选择设置与工作经验的学生。随后，它将在多大程度上研究结果推广到实际的选择设置在外地。如果从理论中得出的假设可以得到证实，这一建议可能会导致一个范式的转变，在求职者的自我介绍的方式通常被视为。也就是说，自我介绍可以被视为一个潜在的资源，而不是一个威胁，在人员选拔。