Impression Management Use and Effectiveness Across Assessment Methods

By Lynn A. McFarland, A. Ryan, David J. Kriska. 2003

100 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/614923c90e45ee2f5542d057fae2988b47884d70

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Citations in the corpus

The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature (2014, background): “Initial support for the notion that not all IM should be considered as a bias is provided by McFarland et al. (2003).”
A Multi-Level Review of Impression Management Motives and Behaviors (2008, background): “Along the same lines, McFarland et al. (2003) found that situation-based questions were positively associated with ingratiation and that job candidates used more IM tactics in an interview than they did in a role play that was part of an assessment center.”
Antecedents of Impression Management Use and Effectiveness in a Structured Interview† (2007, methodology): “…ratings the interviewees received and the study hypotheses, listened to the tapes and recorded the frequency with which interviewees displayed each behavior using the same behavior definitions and coding procedures described in previous research (e.g., Ellis et al., 2002; McFarland et al., 2003).”
The employment interview: A review of current studies and directions for future research (2009, methodology): “Impression management has typically been defined based on Schlenker (1980) as: " a conscious or unconscious attempt to influence images that are projected in social interaction " (e.g., Ellis et al., 2002; McFarland et al., 2003, Van Iddekinge et al., 2007).”
Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews (2006, methodology): “Our approach to code IM tactic use was adapted from previous studies (Ellis et al., 2002; McFarland et al., 2003; Stevens & Kristof, 1995).”
Interviewers' perceptions of impression management in employment interviews (2014, background): “, 2002; Turnley and Bolino, 2001; Levashina and Campion, 2007), but different types of interviews encourage some and discourage other types of IM behaviors (Ellis et al., 2002; McFarland et al., 2003).”