Impression Management (IM) functionality and effectiveness in acing job interviews: A qualitative review based on social role theory

by Rashad Yadanifard, Mariyayee Suppiah, Mohammad Mehdi Bartaripour & Behrang Parhizkar

Advanced Management Science, 2013, Vol. 2(1), Pages 13-16

Abstract

When a person intentionally changes or modifies his behavior to better suit himself in a particular situation; it
is known as “Impression Management” – the process whereby people try to change or influence the image others have on
them. Some psychologists argue that personality change happens within the same individual all the time because people
do not have a core personality. As an alternative, they have multiple selves of which they show different behavior during
different situations. A successful person is the one who strategically presents these different behaviors to gain good deeds
from different audiences. This rather extreme analysis is not widely held because there is a lot of data to show that all of
us do have a core personality, and that our core personality remains consistent most of our lives. Studies have proven that
every interviewee will intend to use some types of Impression Management (IM) while attending to a structured
interview session. This study examines interviewees concern on Impression Management (IM) during a prearranged
interview session by determining the comparative significance which the interviewee is connected to. Both verbal and
nonverbal Impression Management (IM) are measured up to a significant level that affixes it to prearranged competencies
based on social role theory.

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