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The Effects of Impression Management and Interview Context on Applicant Perceptions of Organizational Justice

Gregg, Justin L
http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396352926

Abstract Details

2011, Master of Arts (M.A.), Xavier University, Psychology.
This study examined whether individuals who utilize impression management tactics perceived different types of job interviews as being more fair through an organizational justice framework. Specifically, this study examined whether ingratiation or self-promotion tactics moderated the relationship between interview condition and procedural justice, as well as informational justice. A student-based sample was used and participants (N=162) were randomly assigned to one of the three interview conditions. The interview conditions were an in-person, face-to-face interview, a video conference interview, and a phone interview. Results showed a strong significant main effect for those who highly utilize impression management tactics perceiving the in-person, face-to-face interview as being more procedurally just than the phone interview condition (p<.01) and more informationally just than both the phone and video interview conditions (p<.01). Interestingly enough, there were no differences between the phone and video-based interviews on either justice criterion. There was no significant interaction between impression management and interview condition on either justice criterion. This study has vast implications, given that various types of interview media may not be perceived by job applicants as organizationally just and thus, organizations may need to stick to the traditional face-to-face job interview if they want to be perceived as fair from job applicants. Future research should examine other individual difference factors that may affect job applicants' ability to impression management and further examine whether phone and/or video-based interviews lead to applicant-perceived injustice.
Morell Mullins, Ph.D. (Committee Chair)
Eric Barrett, M.A. (Committee Member)
Dalia Diab, Ph.D. (Committee Member)
Mark Nagy, Ph.D. (Committee Member)
94 p.
Occupational Psychology
management; organizational justice; employment interviewing

Recommended Citations

Citations

  • Gregg, J. L. (2011). The Effects of Impression Management and Interview Context on Applicant Perceptions of Organizational Justice [Master's thesis, Xavier University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396352926

    APA Style (7th edition)

  • Gregg, Justin. The Effects of Impression Management and Interview Context on Applicant Perceptions of Organizational Justice. 2011. Xavier University, Master's thesis. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396352926.

    MLA Style (8th edition)

  • Gregg, Justin. "The Effects of Impression Management and Interview Context on Applicant Perceptions of Organizational Justice." Master's thesis, Xavier University, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396352926

    Chicago Manual of Style (17th edition)

xavier1396352926
328
© 2011, all rights reserved.
This open access ETD is published by Xavier University Psychology and OhioLINK.