A Model of Faking Likelihood in the Employment Interview.

By J. Levashina, Michael A. Campion. 2006

205 citations recorded by the source corpus.

Subfields: Clinical Psychology, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/2706a44dc31b8f4097d1eb81f7daf9200636ffc8

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In Clinical Psychology

In Safety Research

In Social Psychology

Citations in the corpus

The dark side of personality at work (2014, background): “Although there is very limited research documenting relationships between dark personality characteristics and negotiation, dark traits may play an important role in this unique context.”
Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects (2008, unknown): “…(e.g., Kluger & Collela, 1993; Schmitt & Kunce, 2002), employment interviews (e.g., Delery & Kacmar, 1998; Ellis, West, Ryan, & DeShon, 2002; Levashina & Campion, 2006), the assessment center (e.g., McFarland, Yun, Harold, Viera, & Moore, 2005), and the ubiquitous job application blank…”
The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature (2014, background): “…might indicate applicant motivation or interest in a job (Bozeman & Kacmar, 1997), applicant social skills (Kristof-Brown et al., 2002), job-related skills (Levashina & Campion, 2006), integrity (Turnley & Bolino, 2001), or likelihood of future deviant behaviors at work (Griffith & McDaniel, 2006).”
Faking in Personality Assessment: A “Multisaturation” Perspective on Faking as Performance (2011, background): “Although typically treated as synonymous, the latter may be better conceived as a special case of the former (Levashina & Campion, 2006).”
Honest and deceptive impression management in the employment interview: : Can it be detected and how does it impact evaluations? (2015, background): “Thus, the extent to which applicant IM represents a problem for the employment interview remains unclear, and empirical research examining this issue has been scarce, despite numerous calls (Levashina & Campion, 2006, 2007; Levashina et al., 2014; Macan, 2009; Posthuma, Morgeson, & Campion, 2002).”
Highly automated job interviews: Acceptance under the influence of stakes (2019, unknown): “This could explain the especially low perceived control in automated high-stake interviews as impression management gains important in high-stake situations (cf. Holden & Passey, 2010; Levashina & Campion, 2006).”
Interviewers' perceptions of impression management in employment interviews (2014, background): “Verbal IM tactics can be assertive or defensive (Bolino et al., 2008), but also honest or deceptive (Levashina and Campion, 2006; Leary and Kowalski, 1990).”
The employment interview: A review of current studies and directions for future research (2009, background): “Applicants may also engage in both Honest IM and Deceptive IM in the same interview situation (see also Levashina & Campion, 2006 for a more detailed discussion of this issue).”