Pre-employment good impression and subsequent job performance

Richard Ian Lanyon, Leonard D. Goodstein

Research output: Contribution to journalArticle

1 Citation (Scopus)

Abstract

Purpose – Previous research has not demonstrated a consistent relationship between pre-employment measures of good impression (GI) response bias and subsequent job performance. The purpose of this paper is to study the likelihood that such effects would be present for the extremes of the GI dimension, noting that opposite predictions about these effects would be made from the two competing conceptions of GI: motivational and positive self-presentation. Design/methodology/approach – Three groups were studied in which the job performance was investigated for high and low pre-employment GI scorers (>1 and

Original languageEnglish (US)
Pages (from-to)346-358
Number of pages13
JournalJournal of Managerial Psychology
Volume31
Issue number2
DOIs
StatePublished - Mar 14 2016

Fingerprint

Research
Job performance
Work Performance
Design methodology
Prediction
Self-presentation
Conception
Response bias

Keywords

  • Employment
  • Personality
  • Psychology
  • Recruitment
  • Selection

ASJC Scopus subject areas

  • Applied Psychology
  • Management Science and Operations Research
  • Organizational Behavior and Human Resource Management
  • Social Psychology

Cite this

Pre-employment good impression and subsequent job performance. / Lanyon, Richard Ian; Goodstein, Leonard D.

In: Journal of Managerial Psychology, Vol. 31, No. 2, 14.03.2016, p. 346-358.

Research output: Contribution to journalArticle

Lanyon, Richard Ian ; Goodstein, Leonard D. / Pre-employment good impression and subsequent job performance. In: Journal of Managerial Psychology. 2016 ; Vol. 31, No. 2. pp. 346-358.
@article{3bcc6dfa407f457aa1ccce373a8aa942,
title = "Pre-employment good impression and subsequent job performance",
abstract = "Purpose – Previous research has not demonstrated a consistent relationship between pre-employment measures of good impression (GI) response bias and subsequent job performance. The purpose of this paper is to study the likelihood that such effects would be present for the extremes of the GI dimension, noting that opposite predictions about these effects would be made from the two competing conceptions of GI: motivational and positive self-presentation. Design/methodology/approach – Three groups were studied in which the job performance was investigated for high and low pre-employment GI scorers (>1 and",
keywords = "Employment, Personality, Psychology, Recruitment, Selection",
author = "Lanyon, {Richard Ian} and Goodstein, {Leonard D.}",
year = "2016",
month = "3",
day = "14",
doi = "10.1108/JMP-06-2014-0187",
language = "English (US)",
volume = "31",
pages = "346--358",
journal = "Journal of Managerial Psychology",
issn = "0268-3946",
publisher = "Emerald Group Publishing Ltd.",
number = "2",

}

TY - JOUR

T1 - Pre-employment good impression and subsequent job performance

AU - Lanyon, Richard Ian

AU - Goodstein, Leonard D.

PY - 2016/3/14

Y1 - 2016/3/14

N2 - Purpose – Previous research has not demonstrated a consistent relationship between pre-employment measures of good impression (GI) response bias and subsequent job performance. The purpose of this paper is to study the likelihood that such effects would be present for the extremes of the GI dimension, noting that opposite predictions about these effects would be made from the two competing conceptions of GI: motivational and positive self-presentation. Design/methodology/approach – Three groups were studied in which the job performance was investigated for high and low pre-employment GI scorers (>1 and

AB - Purpose – Previous research has not demonstrated a consistent relationship between pre-employment measures of good impression (GI) response bias and subsequent job performance. The purpose of this paper is to study the likelihood that such effects would be present for the extremes of the GI dimension, noting that opposite predictions about these effects would be made from the two competing conceptions of GI: motivational and positive self-presentation. Design/methodology/approach – Three groups were studied in which the job performance was investigated for high and low pre-employment GI scorers (>1 and

KW - Employment

KW - Personality

KW - Psychology

KW - Recruitment

KW - Selection

UR - http://www.scopus.com/inward/record.url?scp=84960357055&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=84960357055&partnerID=8YFLogxK

U2 - 10.1108/JMP-06-2014-0187

DO - 10.1108/JMP-06-2014-0187

M3 - Article

AN - SCOPUS:84960357055

VL - 31

SP - 346

EP - 358

JO - Journal of Managerial Psychology

JF - Journal of Managerial Psychology

SN - 0268-3946

IS - 2

ER -