人-岗匹配和人-组织匹配对人格测验作假行为的影响效应研究

The Influences of Person-Job Fit and Person-Organization Fit on Faking Behaviors in Self-reported Personality Tests

不同招聘情境中人格测验作假的模式可能有所不同。先前研究较多关注岗位信息的影响,目前逐渐有学者认识到组织信息的重要性。在三项研究中,我们通过操纵岗位与组织文化信息,发现应聘者会表现出与招聘情境相适应的人格测验作假行为。具体而言,在应聘不同岗位或不同组织文化的工作时,应聘者对相匹配的人格特质的评分显著增加。理想员工形象在其中起着中介作用,感知自我差距的调节作用在部分维度上出现,支持了图式采择模型。人-岗匹配与人-组织匹配分别从微观与宏观角度对个体的作假行为产生独立影响,其影响无法抵消或叠加。

There may be different patterns of faking behaviors in self-reported personality tests in various recruitment situations.While previous studies have focused more on the impact of job information,there is a growing recognition of the importance of organizational information.In three studies,we manipulated job and organizational culture information to investigate the influences of person-job fit and person-organization fit on faking behaviors.These results indicate that people make more faking behaviors on personality traits related to the job and organizational culture.When applying for a position in an organization,candidates will significantly exaggerate their scores on related personality traits.Ideal employee profile plays a mediating role in the influence of job information and organizational culture information on faking behaviors,but the moderating effect of self-perceived discrepancy only occurs on some dimensions,which supports the adopted-schema model.Person-job fit and person-organization fit have independent effects on faking behavior from micro and macro perspectives.Their effects cannot be counteracted or superimposed on each other.