Deceptive Impression Management Research Articles

Maintaining professional face: deceptive impression management in community sport coaching

ABSTRACT This article breaks new ground in the sociology of sports work through its novel exploration of workplace deception and the associated development of an original typology of deceptive impression management. Analysis of data collected from a two-phased research design, comprising online interviews and survey responses from 102 participants, revealed that community sport coaches employed deceptive impression management to display emotional control, an ideal practice of their work, and to feign expert knowledge. These types of deceptive impression management consisted of disguising disdain, flattering insincerely, camouflaging alternative approaches, covering-up mistakes, hiding a lack of expected knowledge, and reporting favourable metrics. Drawing on theories of dramaturgical analysis [Goffman, E. (1959). The presentation of self in everyday life. Anchor, Goffman, E. (1967). Interactional ritual: Essays on face-To-face behaviour. Aldine Publications, Goffman, E. (1974). Frame analysis: An essay on the organization of experience. Harvard University Press.] and emotional labour (Hochschild, A. (1979). Emotion work, feeling rules, and social structure. American Journal of Sociology, 85(3), 551–575., Hochschild, A. R. (1983). The managed heart: Commercialisation of human feeling. The University of California Press] as used in constructing a professional image, we examine how the coaches used deception to cope with challenging work circumstances that endanger projecting a professional appearance. The present article not only advances our sociological understanding of sports work but raises important questions for the preparation, development, and support of sports workers.

Comparing job applicant deception in asynchronous vs synchronous video interviews, with and without AI-assisted assessments

PurposeAsynchronous Video Interviews (AVIs) incorporating Artificial Intelligence (AI)-assisted assessment has become popular as a pre-employment screening method. The extent to which applicants engage in deceptive impression management (IM) behaviors during these interviews remains uncertain. Furthermore, the accuracy of human detection in identifying such deceptive IM behaviors is limited. This study seeks to explore differences in deceptive IM behaviors by applicants across video interview modes (AVIs vs Synchronous Video Interviews (SVIs)) and the use of AI-assisted assessment (AI vs non-AI). The study also investigates if video interview modes affect human interviewers' ability to detect deceptive IM behaviors.Design/methodology/approachThe authors conducted a field study with four conditions based on two critical factors: the synchrony of video interviews (AVI vs SVI) and the presence of AI-assisted assessment (AI vs Non-AI): Non-AI-assisted AVIs, AI-assisted AVIs, Non-AI-assisted SVIs and AI-assisted SVIs. The study involved 144 pairs of interviewees and interviewers/assessors. To assess applicants' deceptive IM behaviors, the authors employed a combination of interviewee self-reports and interviewer perceptions.FindingsThe results indicate that AVIs elicited fewer instances of deceptive IM behaviors across all dimensions when compared to SVIs. Furthermore, using AI-assisted assessment in both video interview modes resulted in less extensive image creation than non-AI settings. However, the study revealed that human interviewers had difficulties detecting deceptive IM behaviors regardless of the mode used, except for extensive faking in AVIs.Originality/valueThe study is the first to address the call for research on the impact of video interview modes and AI on interviewee faking and interviewer accuracy. This research enhances the authors’ understanding of the practical implications associated with the use of different video interview modes and AI algorithms in the pre-employment screening process. The study contributes to the existing literature by refining the theoretical model of faking likelihood in employment interviews according to media richness theory and the model of volitional rating behavior based on expectancy theory in the context of AVIs and AI-assisted assessment.

Revealing the influence of AI and its interfaces on job candidates' honest and deceptive impression management in asynchronous video interviews

Automated video interviews powered by artificial intelligence (AI) are increasingly being adopted by employers to screen job candidates despite concerns regarding the humanity and transparency of AI. Accordingly, researchers and practitioners advocate overcoming these concerns by refining AI interfaces in terms of tangibility, immediacy, and transparency. However, AI video interviews featuring different interfaces may impact interviewees' tendencies to engage in impression management behaviors (IMs), which can either improve or impair personnel selection validity. This study addressed calls for research to investigate the issues mentioned above by conducting a field study to explore the ways in which AI and AI interfaces affect candidates' IMs in asynchronous video interviews (AVIs). We developed three AVI interfaces and measured real job applicants' self-reported IMs across four experimental treatments. We found that different AI interfaces could increase or decrease candidates' honest IMs and deceptive IMs in different ways. An exploratory analysis also found that candidates' interview anxiety could be mitigated by an AI interface.

Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews

AbstractInterviewees' use of impression management (IM) in job interviews is clearly related to individual differences such as personality. However, research has paid less attention to how interviewee cognitive capacities (i.e., cognitive ability and executive functions) influence IM use, even though interviewees’ cognitive capacities and IM are theoretically linked. The current research aimed to address this research gap through two studies. In Study 1, 166 undergraduate business students participated in mock face‐to‐face interviews with real recruiters. In Study 2, 294 job‐seeking participants recruited through Prolific completed a mock asynchronous video interview. Overall, cognitive ability was negatively related to deceptive IM while perceived incongruency (i.e., a gap between desired and perceived current impressions conveyed to others) was positively related to deceptive IM in both studies. Furthermore, cognitive ability and working memory updating, but not inhibition and shifting nor incongruency, were negatively related to honest IM in Study 2. Additionally, in both studies the relations between personality traits and interview IM were generally in line with findings from prior research. Overall, our findings provide a more comprehensive understanding of how interview IM relates to interviewee individual differences and interview performance in different forms of job interviews.

Are traditional interviews more prone to effects of impression management than structured interviews?

AbstractResearch on whether interviewees can improve their interview ratings through impression management (IM) relative to an honest condition has focused on highly structured interviews whereas traditional interviews have received little attention. Thus, this study aimed to determine how prone traditional compared to highly structured interviews are to effects of IM. Therefore, we conducted simulated selection interviews using a 2 × 2 within‐subjects design. All participants went through a condition in which they were asked to present themselves as honestly as possible and a condition in which they were instructed to act like an applicant. Additionally, each interview contained eight traditional and eight structured questions. The differences in the usage of self‐reported honest and deceptive IM between the honest and applicant conditions were comparable for both interview types. Furthermore, interview ratings were better in the applicant condition compared to the honest condition, and importantly, this improvement was larger for the traditional interview part compared to the structured interview part. Even though the larger performance improvement was not reflected in self‐reported honest and deceptive IM, our results suggest that it is easier for applicants to intentionally improve their performance ratings in traditional interviews. Additionally, performance improvements correlated positively with applicants' ability to identify criteria.

Does media richness influence job applicants' experience in asynchronous video interviews? Examining social presence, impression management, anxiety, and performance

AbstractAsynchronous video interviews (AVIs) have become a popular alternative to face‐to‐face interviews for screening or selecting job applicants, in part because of their increased flexibility and lower costs. However, AVIs are often described as anxiety‐provoking or associated with negative applicant reactions. Building on theories of media richness and social presence, we explore if increasing the media richness of AVIs, by replacing “default” text‐based introductions and written questions with video‐based ones, can positively influence interviewees' experience. In an experimental study with 151 interviewees (Mage = 28.08, 56% female) completing a mock interview, we examine the (direct and indirect) impact of media richness on perceived social presence, interview anxiety, use of honest and deceptive impression management (IM) tactics, and ultimately interview performance. Results showed that media richer AVIs help increase interviewees perceived social presence and improve their interview performance. Higher perceived social presence was also associated with lower interview anxiety and facilitated using IM (especially other‐focused tactics). Our findings highlight that there might be ways for organizations to embrace the practical benefits of AVIs while still ensuring a positive experience for interviewees.

Testing Gender Differences: The Dark Triad and Motives for Deceptive Impression Management

This study examined the effect of the dark triad personality traits of Machiavellianism, narcissism, and psychopathy on motives for deceptive impression management in consideration of gender differences. An online survey was conducted with 121 Japanese university students (57 men, 64 women), who completed the Short Dark Triad-Japanese version and the Acting in Daily Life Scale. Multiple-group structural equation modeling results were as follows: (a) Men with high Machiavellianism scored lower on relationship maintenance and relationship acquisition than women with high Machiavellianism did; (b) narcissism was positively associated with relationship acquisition in men, whereas in women, narcissism was negatively associated with difficult situations; and (c) in both men and women, psychopathy was negatively associated with relationship acquisition. The findings suggest that the effects of the dark triad of personality on deceptive impression management in daily life are gender-specific and dependent on cost estimates.

The Relationship between Preparation, Impression Management, and Interview Performance in High-Stakes Personnel Selection: A Field Study of Airline Pilot Applicants

ABSTRACT Objective The present study investigates how airline pilot applicants prepare for a personnel selection procedure and how this relates to their deceptive and honest impression management (IM) in the job interview and their interview performance. Background It is thus far unclear how preparation relates to IM in real-world and high-stakes settings. This is of particular importance for the aviation industry, because numerous commercial providers offer preparation courses for selection procedures potentially impacting selection decisions. Method We conducted a field study of high-stakes job interviews embedded in a selection procedure for airline pilots. Data from 100 interviewees was acquired. Results The variety of preparation strategies an applicant used was positively correlated with two deceptive IM (faking) strategies in the job interview. Moreover, low effort preparation via social media and guidebooks was positively correlated with overall faking. The variety of preparation and preparation via social media were also positively correlated with honest IM. However, neither the aforementioned preparation nor IM showed significant correlations with the interview performance. Conclusion The effects of preparation depend on the specific preparation methods used. Certain methods of preparation are positively associated with applicants’ use of IM strategies in the job interview.

Is more always better? How preparation time and re-recording opportunities impact fairness, anxiety, impression management, and performance in asynchronous video interviews

ABSTRACT The present study examined how variations in the design of asynchronous video interviews (AVIs) impact important interviewee attitudes, behaviours, and outcomes, including perceived fairness, anxiety, impression management, and interview performance. Using a 2 × 2 experimental design, we investigated the impact of two common and important design elements on these outcomes: (a) preparation time (unlimited versus limited) and (b) the ability to re-record responses. Using a sample of 175 participants completing a mock AVI, we found that whereas providing such options (i.e., unlimited preparation time and/or re-recording) did not impact outcomes directly, the extent to which participants actually used these options did affect outcomes. For instance, those who used more re-recording attempts performed better in the interview and engaged in less deceptive impression management. Moreover, those who used more preparation time performed better in the interview while engaging in slightly less honest impression management. These findings point to the importance of investigating the effects of AVI design on applicant experiences and outcomes. Specifically, AVI design elements produce opportunities for applicants not typically present in synchronous interviews, and can alter interview processes in crucial ways. Finally, not all applicants use these opportunities equally, and this has implications for understanding interview behaviour and outcomes.

Who uses deceptive impression management to succeed at job interviews? The role of ethical ideologies and work locus of control

PurposeDrawing upon theories of ethical ideologies (idealism and relativism) and work locus of control, this study aims to examine how ethical ideology in job seekers influences their use of deceptive impression management (deceptive IM) behavior during job interviews.Design/methodology/approachA time-lagged study was conducted with two measurement waves to test our hypotheses. AMOS-SEM, which included bootstrapping (5,000 re-sampling) procedures to analyze the data, was used.FindingsResults indicate that a job seeker's relativistic ethical ideology influences their use of deceptive IM behavior during job interviews and work locus of control – internal [WLOC (internal)] mediates this relationship. Exploring the relationship between ethical ideologies of job seekers and their deceptive IM behavior at job interviews, this study found that relativistic individuals with WLOC (internal) were more inclined to engage in deceptive IM.Originality/valueTo the best of the authors’ knowledge, this is one of the first studies to explore the role of ethical ideology in influencing deception IM behavior during job interviews. Knowledge of the relationship between job seekers ethical ideologies and deception IM behavior at job interviews would alert HR managers to adopt additional screening processes to detect candidates who indulge in deceptive IM behavior to exaggerate their image to influence the interviewer's perception.

New Recruiting Trends for the COVID-19 Pandemic, The Effect of Interviewer Video on Applicant’s Reactions and Impression Management Behavior in Asynchronous Video Interview

Since COVID-19 pandemic, the use of asynchronous video interviews(AVIs) has increased in the selection process. The purpose of this study was to investigate the effects of the interviewer video on the applicants' reactions and impression management behavior during the AVIs process. Accordingly, interviewees were randomly assigned to three conditions and participated in the AVIs. The first condition is that every process of the AVIs was conducted through text only. The second and the third condition both provide videos that ask questions and listen to the applicants' answers, but the former includes virtual character interviewers while the latter includes real person interviewers. Results indicated that the most positive interviewees' reactions were shown in the third condition. In detail, the third condition showed higher social presence, interpersonal treatment, and perceived usefulness compared to the first condition in the AVIs process, and the interviewer video that includes real person interviewers had positive effects on procedural justice and organizational attractiveness through these variables. In the case of the second condition, there was no significant difference in the applicants’ reactions to the first condition, and it showed a lower social presence than in the third condition. Hence it indicates that the virtual characters cannot substitute the positive effects of real person interviewers. Also, there was no notable difference in honesty and deceptive impression management behavior between the three conditions. This study is meaningful in that it proposed an effective way to improve the participants’ reactions in conducting the AVIs, and is expected to be used as a basis for research related to the construction of AVIs.

Online Deceptive Impression Management: Self-admission and Other Estimates of False Facebook-selves

Background: People deceive online. There is, however, mixed evidence about whether people present themselves falsely on Facebook. We investigated to what extent people present their true selves on Facebook. As generally, people estimate their own behavior as ‘less evil’ than the behaviors of others, we also assessed people’s estimations of whether other people present their true selves on Facebook. Methods: In two studies (n=94, n=189), participants filled in a survey asking them to report how frequently and intensely they falsely present themselves on Facebook and in which ways. They were also asked to estimate this for other Facebook users. Results: The results showed that the majority of participants were not always honest on Facebook regarding their personality, unbeneficial information, and emotional state. A minority of participants provided false information in comments. We also obtained the ‘less deceptive than thou’ effect: Participants estimated that others more frequently and intensively engage in deception. Conclusion: The current research has led to new findings showing that the majority of the participants engage in deceptive self-presentational behavior and estimate others to be more deceptive than they are.

Do Job Candidates Perform Honest and Deceptive Impression Management Differently in Automated Video Interviews with Different Ai Interfaces?

Do Job Candidates Perform Honest and Deceptive Impression Management Differently in Automated Video Interviews with Different Ai Interfaces?

The effect of socio-economic status on impression management (IM) in employment interviews: The mediating effect of the sense of control

This study investigated the effect of socio-economic status (SES) on honest IM (self-promotion, honest ingratiation, honest defensive impression management) and deceptive IM (slight image creation, extensive image creation, deceptive ingratiation, image protection) in employment interview, and examined the mediating effect of sense of control. For this purpose, a survey was conducted on 253 university students with employment interview experiences. The results showed that subjective SES had a positive association with self-promotion and honest defensive IM of honest IM, and this relationship was mediated by sense of control. However, subjective SES was not associated with honest ingratiation of honest IM, nor with any tactic of deceptive IM. While objective SES was positively associated with sense of control, objective SES had no statistically significant relationship with honest and deceptive IM. The current study provided meaningful implication as it emphasized the role of SES in the employment interview by identifying behavioral differences among job applicants with varying SES, and providing basic explanation on the effect of SES by clarifying the role of sense of control.

Liar, Liar, Pants on Fire: How Verbal Deception Cues Signal Deceptive Versus Honest Impression Management and Influence Interview Ratings

Impression management (IM), especially deceptive IM (faking), is a cause for concern in selection interviews. The current study combines findings on lie detection with signaling theory to address how candidates’ deceptive versus honest IM shows in verbal deception cues, which then relate to interview ratings of candidates’ interview performance. After completing a structured interview rated by two trained interviewers, 182 candidates reported their deceptive and honest IM. Verbal deception cues (plausibility, verbal uncertainty) were coded from video recordings. Results supported the hypotheses: Deceptive IM directly raised interviewer ratings (intended positive signal) but lowered the responses’ plausibility and enhanced verbal uncertainties (unintended negative signals). Honest IM raised responses’ plausibility. Plausibility related positively to interviewer ratings (receiver reaction), thus accounting for a negative indirect effect of deceptive IM and a positive indirect effect of honest IM on interviewer ratings. This study contributes to theory and practice regarding faking detection in employment interviews.

Job Seekers’ Impression Management on Facebook: Scale Development, Antecedents, and Outcomes

Many organizations rely on social media like Facebook as a screening or selection tool; however, research still largely lags behind practice. For instance, little is known about how individuals are strategically utilizing their Facebook profile while applying for jobs. This research examines job seekers’ impression management (IM) tactics on Facebook, personality traits associated with IM use, and associations between IM and job-search outcomes. Results from two complementary studies demonstrate that job seekers engage in three main Facebook IM tactics: defensive, assertive deceptive, and assertive honest IM. Job seekers lower in Honesty–Humility use more Facebook IM tactics, whereas those higher in Extraversion use more honest IM and those higher on Conscientiousness use less deceptive IM. Honest IM tactics used on Facebook are positively related to job-search outcomes. This paper therefore extends previous IM research by empirically examining IM use on Facebook, along with its antecedents and outcomes.

Unintended Consequences of Interview Faking: Impact on Perceived Fit and Affective Outcomes

Drawing on signalling theory, we propose that use of deceptive impression management (IM) in the employment interview could produce false signals, and individuals hired based on such signals may incur consequences once they are on the job—such as poor perceived fit. We surveyed job applicants who recently interviewed and received a job to investigate the relationship between use of deceptive IM in the interview and subsequent perceived personjob and person-organization fit, stress, well-being, and employee engagement. In a twophase study, 206 job applicants self-reported their use of deceptive IM in their interviews at Time 1, and their perceived person–job and person–organization fit, job stress, affective well-being, and employee engagement at Time 2. Deceptive IM had a negative relationship with perceived person–job and person–organization fit. As well, perceived fit accounted for the relationship between deceptive IM and well-being, employee engagement, and job stress. The findings indicate that using deceptive IM in the interview may come at a cost to employees.

The Effect of Organizational Culture on Faking in the Job Interview

Deceptive impression management (i.e., faking) may alter interviewers’ perceptions of applicants’ qualifications and, consequently, decrease the predictive validity of the job interview. In examining faking antecedents, research has given little attention to situational variables. Using a between-subjects experiment, this research addressed that gap by examining whether organizational culture impacted both the extent to which applicants faked and the manner in which they faked during a job interview. Analyses of variance revealed that organizational culture did not affect the extent to which applicants faked. However, when taking into account applicants’ perceptions of the ideal candidate, organizational culture was found to indirectly impact the manner in which applicants faked their personality (agreeableness and honesty-humility). Overall, the findings suggest that applicants may be able to fake their personality traits during job interviews to increase their person–organization fit.

The relation between deceptive impression management and employment interview ratings: A meta-analysis.

The relation between deceptive impression management and employment interview ratings: A meta-analysis.

Prepared to fake? The relationship between applicants’ job interview preparation and faking

AbstractMultiple frameworks and models postulate an effect of job interview preparation on faking. Two studies were conducted to examine if applicants’ interview preparation is correlated with higher faking. Besides analyzing the general extent of preparation, we also distinguished between different preparation categories. In Study 1 (N = 237), a presented preparation video led to higher intentions on image protection but did not increase overall faking intentions. Study 2 (N = 206) focused on past preparation and impression management (IM). The total time spent on preparation was positively correlated with faking. Applicants’ preparation via online videos and professional interview preparation was correlated with higher deceptive and honest IM. Preparation via online videos was additionally correlated with a higher perceived interview difficulty.