![]() They find self-promotion ( r = 0.26) and other-focused ( r = 0.13) tactics both impact structured interview ratings ( Levashina et al., 2014). (2014) examines these relationships in the context of the structured employment interview. The most recent study by Levashina et al. There are a few meta-analyses on IM and interview and performance outcomes ( Higgins et al., 2003 Barrick et al., 2009 Levashina et al., 2014), but these studies each approach the IM and rating relationship from a specific lens leaving a gap in our overall understanding of IM. Thus, the current paper positions a meta-analytical investigation of IM on interview and job performance ratings. However, single studies cannot assess the full magnitude of the relationship between IM tactics and ratings. Researchers are examining a variety of experimental designs. ![]() Individuals behave or display props in an attempt to control the impressions others form of them in social interactions (e.g., Schlenker, 1980 Gardner and Martinko, 1988 Leary and Kowalski, 1990 Bozeman and Kacmar, 1997 Bolino et al., 2008, 2016). IM is defined as conscious or unconscious, deceptive or authentic, goal directed behavior. Candidates and employees strive to put their best foot forward to impress employers (e.g., Barrick et al., 2009). Impression management (IM) is ubiquitous throughout the interview and during employment. Our research has implications for understanding how different IM tactics function in interview and job performance settings and the effects of research design on IM frequency and impact. Finally, labor market participants use IM more frequently and more effectively than students in interview settings. IM also has a stronger impact on interview ratings when the target of IM is also the rater of performance than when the rater of performance is an observer. ![]() IM has a somewhat stronger impact on interview ratings in lab settings than field settings. We explore several research design moderators including research fidelity, rater, and participants. ![]() Self-focused tactics are more effective in the interview rather than in job performance settings, and other-focused tactics are more effective in job performance settings rather than in the interview. Our results suggest IM is used more frequently in the interview rather than job performance settings. We meta-analytically examine IM by self- and other-focused tactics to establish base rates of tactic usage, to understand the impact of tactics on interview and job performance ratings, and to examine the moderating effects of research design. Impression management (IM) is pervasive in interview and job performance settings. Department of Management and Information Systems, Kent State University, Kent, OH, USA. ![]()
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