The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience
Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the li...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
Schmidt, Joseph A. [verfasserIn] |
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| Format: |
E-Artikel |
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| Sprache: |
Englisch |
| Erschienen: |
2022 |
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| Schlagwörter: |
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| Anmerkung: |
© The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022. corrected publication 2022. Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law. |
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| Übergeordnetes Werk: |
Enthalten in: Journal of business and psychology - Dordrecht [u.a.] : Springer Science + Business Media B.V, 1986, 39(2022), 1 vom: 01. Okt., Seite 67-82 |
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| Übergeordnetes Werk: |
volume:39 ; year:2022 ; number:1 ; day:01 ; month:10 ; pages:67-82 |
| Links: |
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| DOI / URN: |
10.1007/s10869-022-09847-7 |
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SPR054623472 |
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| 520 | |a Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. | ||
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10.1007/s10869-022-09847-7 doi (DE-627)SPR054623472 (SPR)s10869-022-09847-7-e DE-627 ger DE-627 rakwb eng Schmidt, Joseph A. verfasserin aut The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022. corrected publication 2022. Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law. Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. Impression management (dpeaa)DE-He213 Faking (dpeaa)DE-He213 Selection (dpeaa)DE-He213 Skill assessment (dpeaa)DE-He213 Bourdage, Joshua S. aut Lukacik, Eden-Raye aut Dunlop, Patrick D. aut Enthalten in Journal of business and psychology Dordrecht [u.a.] : Springer Science + Business Media B.V, 1986 39(2022), 1 vom: 01. Okt., Seite 67-82 (DE-627)320573206 (DE-600)2016738-6 1573-353X nnns volume:39 year:2022 number:1 day:01 month:10 pages:67-82 https://dx.doi.org/10.1007/s10869-022-09847-7 lizenzpflichtig Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_2936 GBV_ILN_2941 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4393 GBV_ILN_4700 AR 39 2022 1 01 10 67-82 |
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10.1007/s10869-022-09847-7 doi (DE-627)SPR054623472 (SPR)s10869-022-09847-7-e DE-627 ger DE-627 rakwb eng Schmidt, Joseph A. verfasserin aut The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022. corrected publication 2022. Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law. Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. Impression management (dpeaa)DE-He213 Faking (dpeaa)DE-He213 Selection (dpeaa)DE-He213 Skill assessment (dpeaa)DE-He213 Bourdage, Joshua S. aut Lukacik, Eden-Raye aut Dunlop, Patrick D. aut Enthalten in Journal of business and psychology Dordrecht [u.a.] : Springer Science + Business Media B.V, 1986 39(2022), 1 vom: 01. Okt., Seite 67-82 (DE-627)320573206 (DE-600)2016738-6 1573-353X nnns volume:39 year:2022 number:1 day:01 month:10 pages:67-82 https://dx.doi.org/10.1007/s10869-022-09847-7 lizenzpflichtig Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_2936 GBV_ILN_2941 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4393 GBV_ILN_4700 AR 39 2022 1 01 10 67-82 |
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10.1007/s10869-022-09847-7 doi (DE-627)SPR054623472 (SPR)s10869-022-09847-7-e DE-627 ger DE-627 rakwb eng Schmidt, Joseph A. verfasserin aut The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022. corrected publication 2022. Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law. Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. Impression management (dpeaa)DE-He213 Faking (dpeaa)DE-He213 Selection (dpeaa)DE-He213 Skill assessment (dpeaa)DE-He213 Bourdage, Joshua S. aut Lukacik, Eden-Raye aut Dunlop, Patrick D. aut Enthalten in Journal of business and psychology Dordrecht [u.a.] : Springer Science + Business Media B.V, 1986 39(2022), 1 vom: 01. Okt., Seite 67-82 (DE-627)320573206 (DE-600)2016738-6 1573-353X nnns volume:39 year:2022 number:1 day:01 month:10 pages:67-82 https://dx.doi.org/10.1007/s10869-022-09847-7 lizenzpflichtig Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_2936 GBV_ILN_2941 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4393 GBV_ILN_4700 AR 39 2022 1 01 10 67-82 |
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10.1007/s10869-022-09847-7 doi (DE-627)SPR054623472 (SPR)s10869-022-09847-7-e DE-627 ger DE-627 rakwb eng Schmidt, Joseph A. verfasserin aut The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022. corrected publication 2022. Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law. Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. Impression management (dpeaa)DE-He213 Faking (dpeaa)DE-He213 Selection (dpeaa)DE-He213 Skill assessment (dpeaa)DE-He213 Bourdage, Joshua S. aut Lukacik, Eden-Raye aut Dunlop, Patrick D. aut Enthalten in Journal of business and psychology Dordrecht [u.a.] : Springer Science + Business Media B.V, 1986 39(2022), 1 vom: 01. Okt., Seite 67-82 (DE-627)320573206 (DE-600)2016738-6 1573-353X nnns volume:39 year:2022 number:1 day:01 month:10 pages:67-82 https://dx.doi.org/10.1007/s10869-022-09847-7 lizenzpflichtig Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_2936 GBV_ILN_2941 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4393 GBV_ILN_4700 AR 39 2022 1 01 10 67-82 |
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10.1007/s10869-022-09847-7 doi (DE-627)SPR054623472 (SPR)s10869-022-09847-7-e DE-627 ger DE-627 rakwb eng Schmidt, Joseph A. verfasserin aut The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022. corrected publication 2022. Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law. Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. Impression management (dpeaa)DE-He213 Faking (dpeaa)DE-He213 Selection (dpeaa)DE-He213 Skill assessment (dpeaa)DE-He213 Bourdage, Joshua S. aut Lukacik, Eden-Raye aut Dunlop, Patrick D. aut Enthalten in Journal of business and psychology Dordrecht [u.a.] : Springer Science + Business Media B.V, 1986 39(2022), 1 vom: 01. Okt., Seite 67-82 (DE-627)320573206 (DE-600)2016738-6 1573-353X nnns volume:39 year:2022 number:1 day:01 month:10 pages:67-82 https://dx.doi.org/10.1007/s10869-022-09847-7 lizenzpflichtig Volltext GBV_USEFLAG_A SYSFLAG_A GBV_SPRINGER GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_32 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_74 GBV_ILN_90 GBV_ILN_95 GBV_ILN_100 GBV_ILN_101 GBV_ILN_105 GBV_ILN_110 GBV_ILN_120 GBV_ILN_138 GBV_ILN_150 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_171 GBV_ILN_187 GBV_ILN_213 GBV_ILN_224 GBV_ILN_230 GBV_ILN_250 GBV_ILN_281 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_636 GBV_ILN_702 GBV_ILN_2001 GBV_ILN_2003 GBV_ILN_2004 GBV_ILN_2005 GBV_ILN_2006 GBV_ILN_2007 GBV_ILN_2008 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2011 GBV_ILN_2014 GBV_ILN_2015 GBV_ILN_2018 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2025 GBV_ILN_2026 GBV_ILN_2027 GBV_ILN_2031 GBV_ILN_2034 GBV_ILN_2037 GBV_ILN_2038 GBV_ILN_2039 GBV_ILN_2044 GBV_ILN_2048 GBV_ILN_2049 GBV_ILN_2050 GBV_ILN_2055 GBV_ILN_2056 GBV_ILN_2057 GBV_ILN_2059 GBV_ILN_2061 GBV_ILN_2064 GBV_ILN_2065 GBV_ILN_2068 GBV_ILN_2088 GBV_ILN_2093 GBV_ILN_2106 GBV_ILN_2107 GBV_ILN_2108 GBV_ILN_2110 GBV_ILN_2111 GBV_ILN_2112 GBV_ILN_2113 GBV_ILN_2118 GBV_ILN_2122 GBV_ILN_2129 GBV_ILN_2143 GBV_ILN_2144 GBV_ILN_2147 GBV_ILN_2148 GBV_ILN_2152 GBV_ILN_2153 GBV_ILN_2188 GBV_ILN_2190 GBV_ILN_2232 GBV_ILN_2336 GBV_ILN_2446 GBV_ILN_2470 GBV_ILN_2472 GBV_ILN_2507 GBV_ILN_2522 GBV_ILN_2548 GBV_ILN_2936 GBV_ILN_2941 GBV_ILN_2949 GBV_ILN_2950 GBV_ILN_4012 GBV_ILN_4035 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4242 GBV_ILN_4246 GBV_ILN_4249 GBV_ILN_4251 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4328 GBV_ILN_4333 GBV_ILN_4334 GBV_ILN_4335 GBV_ILN_4336 GBV_ILN_4338 GBV_ILN_4346 GBV_ILN_4393 GBV_ILN_4700 AR 39 2022 1 01 10 67-82 |
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Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law.</subfield></datafield><datafield tag="520" ind1=" " ind2=" "><subfield code="a">Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. 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Schmidt, Joseph A. |
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Schmidt, Joseph A. misc Impression management misc Faking misc Selection misc Skill assessment The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience |
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The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience Impression management (dpeaa)DE-He213 Faking (dpeaa)DE-He213 Selection (dpeaa)DE-He213 Skill assessment (dpeaa)DE-He213 |
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role of time, skill emphasis, and verifiability in job applicants’ self-reported skill and experience |
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The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience |
| abstract |
Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022. corrected publication 2022. Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law. |
| abstractGer |
Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022. corrected publication 2022. Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law. |
| abstract_unstemmed |
Abstract Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2022. corrected publication 2022. Springer Nature or its licensor holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law. |
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The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience |
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https://dx.doi.org/10.1007/s10869-022-09847-7 |
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Bourdage, Joshua S. Lukacik, Eden-Raye Dunlop, Patrick D. |
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2024-07-04T02:24:41.394Z |
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| score |
7.398529 |