选拔面试中应聘者的自我呈现：概念、原理及影响  

Applicants' Self-Presentation in Selection Interview:Concept,theories,and its impact

作　　者：林培剑[1] 汤晨笑[1] 卞冉[1] 

机构地区：[1]北京师范大学心理学院,应用实验心理北京市重点实验室,北京100875

出　　处：《北京师范大学学报（社会科学版）》2014年第3期33-43,共11页Journal of Beijing Normal University(Social Sciences)

摘　　要：从社会心理学的视角来看,选拔面试实际上是一个社会影响的过程。应聘者为了获取更大的录用几率,会主动、有选择地呈现有关自我的信息,以期在评分者心中构建理想的形象。以往研究更多站在评分者角度关注这种自我呈现对面试评分和决策的影响。近年来,越来越多的研究开始尝试从应聘者角度出发探讨自我呈现行为,包括从概念上对自我呈现与印象管理、作假等相近构念进行区分,探讨情境需求识别能力、行为技巧、自我呈现动机以及自我调节等因素如何影响应聘者在面试中的自我呈现行为,并进一步探讨这些因素之间的相互影响。大量研究发现,应聘者在面试中展现有效的自我呈现行为的确能够带来更高的面试评价,允许应聘者进行适当自我呈现还能够在一定程度上加强面试测评结果对应聘者未来工作绩效的预测作用;同时,应聘者自我呈现行为的存在从直接和间接两个角度影响了面试的构想效度。鉴于应聘者自我呈现在面试测评中的重要性,未来研究还应从概念界定、本土化工具开发以及影响因素三个方面对其进行更为深入的探索。Selection interview in Social Psychology is a process of social influence. In order to achieve greater chance of being hired,applicants would in general present self-related information in active and selective way to shape better impres- sions of the interviewers. Past researches in the main focused on exploring the influence of applicants＇ self-presentation strat- egies on interview ratings and decision from the perspective of the interviewers. Recent years have witnessed more and more researchers investigating self-presentation behaviors from the applicants＇ side,including self-presentation difference from sim- ilar constructs such as impression management and faking, the impact of assessment of situational demands, self-presentation- al tactics,motivation,and self-regulation on self-presentation behavior, the last of which affects, in turn, the interview rating and validity. Nevertheless, unambiguous construct,localization and adaption of measurement and antecedents of self-presenta- tion still need to be explored in future research.

关 键 词：选拔面试 自我呈现 印象管理 

分 类 号：B84[哲学宗教—心理学]