Scheller College of Business, Georgia Institute of Technology.
Mays Business School, Texas A&M University.
J Appl Psychol. 2016 May;101(5):625-38. doi: 10.1037/apl0000077. Epub 2016 Jan 4.
Nearly all employment interviews, even those considered highly structured, begin with a brief meet-and-greet conversation typically coalescing around non-job-related topics (i.e., rapport building). Although applicants and interviewers often view rapport building as an essential, value-adding component of the interview, it may contaminate interviewers' evaluations of answers to subsequently asked structured questions (Levashina, Hartwell, Morgeson, & Campion, 2014). Yet research has not determined the extent to which initial impressions developed during rapport building influence subsequent interviewer ratings through job-related interview content versus non-job-related content; whether these effects extend beyond more commonly examined image-related factors that can bias interviewers (i.e., self-presentation tactics); or how these effects are temporally bound when influencing interviewer ratings during the formal structured interview question-and-answer process. Addressing these questions, we integrate interview research with the extant social psychology literature to clarify rapport building's unique effects in the employment interview. In contrast to prior assumptions, findings based on 163 mock interviews suggest that a significant portion of initial impressions' influence overlaps with job-related interview content and, importantly, that these effects are distinct from other image-related constructs. Finally, initial impressions are found to more strongly relate to interviewer evaluations of applicant responses earlier rather than later in the structured interview. (PsycINFO Database Record
几乎所有的面试，即使被认为是高度结构化的面试，也都是从简短的见面和问候开始，通常围绕着与工作无关的话题（即建立融洽关系）。虽然应聘者和面试官通常认为建立融洽关系是面试的一个重要的、有附加值的组成部分，但它可能会污染面试官对随后问到的结构化问题的回答的评价（Levashina、Hartwell、Morgeson 和 Campion，2014）。然而，研究还没有确定在多大程度上，建立融洽关系过程中产生的最初印象会通过与工作相关的面试内容与与工作无关的内容影响后续面试官的评分；这些影响是否超出了更常见的、会影响面试官的与形象相关的因素（即自我呈现策略）；或者这些影响在影响正式结构化面试问答过程中的面试官评分时，在时间上是如何受限的。为了解决这些问题，我们将面试研究与现有的社会心理学文献相结合，以澄清在就业面试中建立融洽关系的独特影响。与之前的假设相反，基于 163 次模拟面试的发现表明，初始印象的影响有相当一部分与与工作相关的面试内容重叠，重要的是，这些影响与其他与形象相关的结构不同。最后，研究发现，初始印象与面试官对申请人回答的评价的相关性在结构化面试的早期比后期更强。
