Antecedents of Impression Management Use and Effectiveness in a Structured Interview†

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A Multi-Level Review of Impression Management Motives and Behaviors (2008, background): “For instance, in a structured interview context, Van Iddekinge, McFarland, and Raymark (2007) found that altruism (a facet of agreeableness) was negatively related to the use of IM, vulnerability (a facet of emotional stability) was positively related to IM behaviors, and IM behaviors were more…”
Honest and deceptive impression management in the employment interview: : Can it be detected and how does it impact evaluations? (2015, methodology): “Past research has shown that interview question type may affect IM use (Ellis et al., 2002; Levashina & Campion, 2007; Van Iddekinge et al., 2007).”
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).”
Employee Machiavellianism to Unethical Behavior (2017, background): “Past research has relied on trait activation theory to explain theoretical models without attempting to test the theory (e.g., Liu, Liu, & Wu, 2010; Van Iddekinge, McFarland, & Raymark, 2007).”