‘Faking’ from the Applicant's Perspective: A Theory of Self-Presentation in Personnel Selection Settings
By Bernd Marcus. 2009
129 citations recorded by the source corpus.
Subfields: Clinical Psychology, Gender Studies, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/c11869cec795955e137ab45073b074f631dde78f
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Clinical Psychology
- P. D. Harms
- D. Simonet
- D. Paulhus
- Nicolas Roulin
- Adrian Bangerter
- Bryce Westlake
- J. Levashina
- S. Calvez
In Gender Studies
- P. D. Harms
- Nicolas Roulin
- Adrian Bangerter
- Bryce Westlake
- J. Levashina
- S. Calvez
- R. Tett
- D. Simonet
In Organizational Behavior and Human Resource Management
- Nicolas Roulin
- P. D. Harms
- Adrian Bangerter
- Bryce Westlake
- J. Levashina
- S. Calvez
- R. Tett
- D. Simonet
Citations in the corpus
- Self-presentation style in job interviews: the role of personality and culture (2013, methodology): “No embellishment is necessary to employ this tactic (Marcus, 2009).”
- Interviewers' perceptions of impression management in employment interviews (2014, background): “They also suggest rethinking existing theoretical models of IM in interviews (e.g. Levashina and Campion, 2006; Marcus, 2009) and developing new ones that include interviewers’ perceptions.”
- Faking in Personality Assessment: A “Multisaturation” Perspective on Faking as Performance (2011, methodology): “This idea is not new (e.g., Komar et al., 2008; Marcus, 2009; Morgeson et al., 2007).”