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Publication
E se eu enganar o entrevistador : será que resulta? Relação entre gestão de impressões Enganosa e Atratividade Organizacional em Processos de Seleção
Advisor(s)
Abstract(s)
A investigação apresentada tem como finalidade compreender o comportamento dos candidatos na entrevista de seleção, concretamente, a manipulação da informação que o candidato disponibiliza ao entrevistador, para controlar as impressões formadas acerca de si mesmo. Para isso, este estudo caracteriza o perfil dos seus participantes, com o intuito de explorar que tipo de candidatos são ou não selecionados e se estes manipularam a informação acerca de si, na entrevista. Adicionalmente, o estudo também visa compreender se a Atratividade Organizacional é um tipo de contexto que influencia positivamente a utilização desse tipo de comportamentos, tal como perceber se existe um conjunto de características sociodemográficas que afetam essa relação. Assim, a presente dissertação conta com a participação de 387 indivíduos. Os resultados indicam que os participantes que geriram as impressões do entrevistador foram os menos selecionados, comparando com os que mostraram sinceridade na entrevista. Para além disso, constatou-se que as utilizações desses comportamentos aumentam quando a Atratividade da organização diminui. O género masculino foi o género que mais manipulou a informação sobre si e, ao mesmo tempo, que foi menos selecionado, conjuntamente com quem se candidatou ao setor público e com os indivíduos com menos experiência profissional, que também demonstram, tendencialmente, gerir as impressões do entrevistador. As implicações teóricas e práticas foram discutidas
The present research aims to understand the behavior of candidates in the selection interview, specifically, the manipulation of information that the candidate makes available to the interviewer to control the impressions formed about themselves. For this, this study caracterizes its participants' profile to explore what kind of candidates are or are not selected and if they manipulate the information about themselves in the interview. Additionally, the study also aims to understand whether organizational attractiveness is a type of context that positively influences the use of this type of behavior, such as realizing if there is a set of sociodemographic characteristics that affect this relationship. Thus, this study had 387 participants. The results indicate that the participants who managed the interviewer’s impressions were the least selected compared to those who showed sincerity in the interview. Furthermore, it was found that the uses of these behaviors increase when the attractiveness of the organization decreases. The male gender was the gender that most manipulated information about themselves and, at the same time, was the least selected, together with those who applied to the public sector and with individuals with less professional experience, who also tend to manage impressions. Theoretical and practical implications were discussed.
The present research aims to understand the behavior of candidates in the selection interview, specifically, the manipulation of information that the candidate makes available to the interviewer to control the impressions formed about themselves. For this, this study caracterizes its participants' profile to explore what kind of candidates are or are not selected and if they manipulate the information about themselves in the interview. Additionally, the study also aims to understand whether organizational attractiveness is a type of context that positively influences the use of this type of behavior, such as realizing if there is a set of sociodemographic characteristics that affect this relationship. Thus, this study had 387 participants. The results indicate that the participants who managed the interviewer’s impressions were the least selected compared to those who showed sincerity in the interview. Furthermore, it was found that the uses of these behaviors increase when the attractiveness of the organization decreases. The male gender was the gender that most manipulated information about themselves and, at the same time, was the least selected, together with those who applied to the public sector and with individuals with less professional experience, who also tend to manage impressions. Theoretical and practical implications were discussed.
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações
Keywords
Gestão de Impressões Gestão de impressões enganosa Entrevista Atratividade organizacional Comportamentos enganosos Seleção Impression management Deceptive impression management Faking impression management Interview Organizational attractiveness Fake behaviors Selection.