Department of Management and Technology, Bocconi University.
Department of Organisational Behaviour, UCL School of Management, University College London.
J Appl Psychol. 2017 Nov;102(11):1493-1513. doi: 10.1037/apl0000223. Epub 2017 Jun 22.
In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from 2 very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a stronger drive to self-verify. A third study, using a quasi-experimental design, explored the mechanism behind this effect and tested whether individuals who are high and low on this disposition communicate differently in a structured mock job interview. Text analysis (LIWC) of interview transcripts revealed systematic differences in candidates' language use as a function of their self-verification drives. These differences led an expert rater to perceive candidates with a strong drive to self-verify as less inauthentic and less misrepresentative than their low self-verifying peers, making her more likely to recommend these candidates for a job. Taken together, our results suggest that authentic self-presentation is an unidentified route to success on the job market, amplifying the chances that high-quality candidates can convert organizations' positive evaluations into tangible job offers. We discuss implications for job applicants, organizations, and the labor market. (PsycINFO Database Record
在本文中，我们探讨了个体在求职市场上是自我验证蓬勃发展还是陷入困境。通过两个非常不同的实地样本的安置数据，我们发现，如果个体的自我验证动力较强，那么他们被组织评为前 10%的候选人获得工作机会的可能性就会显著增加。第三项研究使用准实验设计，探讨了这种效应背后的机制，并测试了具有这种倾向的个体在结构化模拟求职面试中沟通方式是否不同。对面试记录的文本分析（LIWC）揭示了候选人语言使用方式的系统性差异，这取决于他们的自我验证动机。这些差异使得一位专家评判者认为，具有强烈自我验证动机的候选人比他们自我验证程度较低的同行更不真实、更不具代表性，从而更有可能推荐这些候选人获得工作。总的来说，我们的研究结果表明，真实的自我表现是求职市场上未被识别的成功途径，增加了高质量候选人将组织的积极评价转化为实际工作机会的机会。我们讨论了对求职者、组织和劳动力市场的影响。
