References
- Barrick, M. R., Shaffer, J. A., & DeGrassi, S. W. (2009). What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance. Journal of Applied Psychology, 94(6), 1394–1411. https://doi.org/10.1037/a0016532
- Berry, C. M., Sackett, P. R., & Landers, R. N. (2007). Revisiting interview-cognitive ability relationships: Attending to specific range restriction mechanisms in meta-analysis. Personnel Psychology, 60(4), 837–874. https://doi.org/10.1111/j.1744-6570.2007.00093.x
- Bourdage, J. S., Roulin, N., & Tarraf, R. (2018). “I (might be) just that good”: Honest and deceptive impression management in employment interviews. Personnel Psychology, 71(4), 597–632. https://doi.org/10.1111/peps.12285
- Buehl, A.-K., Melchers, K. G., Macan, T., & Kühnel, J. (2019). Tell me sweet little lies: How does faking in interviews affect interview scores and interview validity? Journal of Business and Psychology, 34(1), 107–124. https://doi.org/10.1007/s10869-018-9531-3
- Ellis, A. P. J., West, B. J., Ryan, A. M., & DeShon, R. P. (2002). The use of impression management tactics in structured interviews: A function of question type? Journal of Applied Psychology, 87(6), 1200–1208. https://doi.org/10.1037/0021-9010.87.6.1200
- Ferris, G. R., Perrewé, P. L., & Douglas, C. (2002). Social effectiveness in organizations: Construct validity and research directions. Journal of Leadership & Organizational Studies, 9(1), 49–63. https://doi.org/10.1177/107179190200900104
- Griffin, B. (2014). The ability to identify criteria: Its relationship with social understanding, preparation, and impression management in affecting predictor performance in a high-stakes selection context. Human Performance, 27(2), 147–164. https://doi.org/10.1080/08959285.2014.882927
- Huffcutt, A. I., Roth, P. L., & McDaniel, M. A. (1996). A meta-analytic investigation of cognitive ability in employment interview evaluations: Moderating characteristics and implications for incremental validity. Journal of Applied Psychology, 81(5), 459–473. https://doi.org/10.1037/0021-9010.81.5.459
- Huffcutt, A. I., Van Iddekinge, C. H., & Roth, P. L. (2011). Understanding applicant behavior in employment interviews: A theoretical model of interviewee performance. Human Resource Management Review, 21(4), 353–367. https://doi.org/10.1016/j.hrmr.2011.05.003
- Ingold, P. V., Kleinmann, M., König, C. J., Melchers, K. G., & Van Iddekinge, C. H. (2015). Why do situational interviews predict job performance? The role of interviewees’ ability to identify criteria. Journal of Business and Psychology, 30(2), 387–398. https://doi.org/10.1007/s10869-014-9368-3
- Jansen, A., Melchers, K. G., Lievens, F., Kleinmann, M., Brändli, M., Fraefel, L., & König, C. J. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. Journal of Applied Psychology, 98(2), 326–341. https://doi.org/10.1037/a0031257
- Kleinmann, M., Ingold, P. V., Lievens, F., König, C. J., Melchers, K. G., & Jansen, A. (2011). A different look at why selection procedures work: The role of candidates’ ability to identify criteria. Organizational Psychology Review, 1(2), 128–146. https://doi.org/10.1177/2041386610387000
- Kleinmann, M., & Klehe, U.-C. (2011). Selling oneself: Construct and criterion-related validity of impression management in structured interviews. Human Performance, 24(1), 29–46. https://doi.org/10.1080/08959285.2010.530634
- König, C. J., Melchers, K. G., Richter, G. M., Kleinmann, M., & Klehe, U.-C. (2007). The ability to identify criteria in nontransparent selection procedures: Evidence from an assessment center and a structured interview. International Journal of Selection and Assessment, 15(3), 283–292. https://doi.org/10.1111/ijsa.2007.15.issue-3
- Langer, M., König, C. J., & Krause, K. (2017). Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings. International Journal of Selection and Assessment, 25(4), 371–382. https://doi.org/10.1111/ijsa.2017.25.issue-4
- Leary, M. R., & Kowalski, R. M. (1990). Impression management: A literature review and two-component model. Psychological Bulletin, 107(1), 34–47. https://doi.org/10.1037/0033-2909.107.1.34
- Leugnerova, M., Vaculik, M., & Prochazka, J. (2016). The influence of candidate social effectiveness on assessment center performance ratings: A field study. International Journal of Selection and Assessment, 24(2), 150–160. https://doi.org/10.1111/ijsa.2016.24.issue-2
- Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241–293. https://doi.org/10.1111/peps.2014.67.issue-1
- Marcus, B. (2009). ‘Faking’ from the applicant’s perspective: A theory of self-presentation in personnel selection settings. International Journal of Selection and Assessment, 17(4), 417–430. https://doi.org/10.1111/j.1468-2389.2009.00483.x
- McFarland, L. A., Ryan, A. M., & Kriska, S. D. (2003). Impression management use and effectiveness across assessment methods. Journal of Management, 29(5), 641–661. https://doi.org/10.1016/S0149-2063(03)00030-8
- Melchers, K. G., Klehe, U.-C., Richter, G. M., Kleinmann, M., König, C. J., & Lievens, F. (2009). “I know what you want to know”: The impact of interviewees’ ability to identify criteria on interview performance and construct-related validity. Human Performance, 22(4), 355–374. https://doi.org/10.1080/08959280903120295
- Oostrom, J. K., Melchers, K. G., Ingold, P. V., & Kleinmann, M. (2016). Why do situational interviews predict performance? Is it saying how you would behave or knowing how you should behave? Journal of Business and Psychology, 31(2), 279–291. https://doi.org/10.1007/s10869-015-9410-0
- Peck, J. A., & Levashina, J. (2017). Impression management and interview and job performance ratings: A meta-analysis of research design with tactics in mind. Frontiers in Psychology, 8(201), 1–10. https://doi.org/10.3389/fpsyg.2017.00201
- Peeters, H., & Lievens, F. (2006). Verbal and nonverbal impression management tactics in behavior description and situational interviews. International Journal of Selection and Assessment, 14(3), 206–222. https://doi.org/10.1111/ijsa.2006.14.issue-3
- Preckel, D., & Schüpbach, H. (2005). Zusammenhänge zwischen rezeptiver Selbstdarstellungskompetenz und Leistung im Assessment Center [Correlations between receptive self-presentation competence and performance in an assessment center]. Zeitschrift für Personalpsychologie, 4(4), 151–158. https://doi.org/10.1026/1617-6391.4.4.151
- Raudenbush, S. W., Bryk, A. S., Cheong, Y. F., Congdon, R. T., & Du Toit, M. (2011). HLM 7. Scientific Software International.
- Roulin, N., Bangerter, A., & Levashina, J. (2015). Honest and deceptive impression management in the employment interview: Can it be detected and how does it impact evaluations? Personnel Psychology, 68(2), 395–444. https://doi.org/10.1111/peps.2015.68.issue-2
- Roulin, N., & Bourdage, J. S. (2017). Once an impression manager, always an impression manager? Antecedents of honest and deceptive impression management use and variability across multiple job interviews. Frontiers in Psychology, 8, Article 29. https://doi.org/10.3389/fpsyg.2017.00029
- Salgado, J. F., & Moscoso, S. (2002). Comprehensive meta-analysis of the construct validity of the employment interview. European Journal of Work and Organizational Psychology, 11(3), 299–324. https://doi.org/10.1080/13594320244000184
- Schlenker, B. R. (1980). Impression management. Brooks/Cole.
- Stevens, C. K., & Kristof, A. L. (1995). Making the right impression: A field study of applicant impression management during job interviews. Journal of Applied Psychology, 80(5), 587–606. https://doi.org/10.1037/0021-9010.80.5.587
- Wilhelm, O., Schroeders, U., & Schipolowski, S. (2014). Berliner Test zur Erfassung fluider und kristalliner Intelligenz für die 8. bis 10. Jahrgangsstufe (BEFKI 8-10) [Berlin test of fluid and crystallized intelligence for Grades 8 to 10 (BEFKI 8-10)]. Hogrefe.