Introduction: A job interview is for both the candidate and the company involved, an important situation. It might be tempting for the candidate to adjust the answers to the job in question or what he or she thinks the recruiter wants to hear. This behaviour is a part of what socialpsychology would call impression management. This term means that you try to control the impressions you send out and accordingly adjust your behaviour for the current situation. Purpose: Candidates usage of impression management is a widely debated subject where the research mainly has focused on the candidates, their strategies and the efficiency of impression management. Our purpose with this thesis is therefore to see how recruiters experience candidates impression management in a job interview, how they handle it and what level of acceptance they have for it. Theoretical perspectives: The theories and previous research used as models for explanation and basis for discussion is mainly Erving Goffman´s (1974) dramaturgical perspective and thoughts about impression management and Mark R Leary´s (1995) theories concerning impression management tactics. In addition to these we also used more specific research concerning attribution, selfdescription and problems with applicants use of impression management. Methodology: We carried out six qualitative semistructured interviews with recruiters from two marketleading Swedish companies. The empirical foundation was analyzed through the method concentration of meaning and thereafter put in relation to relevant theories and previous research. Finally the empirical foundation was discussed on the basis of the thesis purpose. Empirical foundation: The empirical foundation is mainly a description of the recruiters experiences of different impression management tactics and their coping strategies. The result shows that there is many different experiences of the various tactics and whether they are seen positive or negative is dependent on which job it is and the candidates impression in general. The empirical foundation also describes the recruiters thoughts about how a candidate carries out a successful interview and what their interviewsituation looks like. The chapter ends with a description of which importance the recruiters ascribe candidates usage of impression management. Conclusions: Our main conclusion is that even if the recruiters on direct questions concerning different impression management tactics describe it as negative, the result shows that it often is seen as a relevant social skill and something that is expected of a good candidate. We also think that the recruiters are “unconciously aware” of the different impression management tactics. At first they show no awarness concerning the tactics but after further discussions we found that they had several coping strategies for them.

Studiens syfte var att undersöka om det sker en social desirability effekt vid självskatting av egenskaper som beskriver manliga och kvinnliga stereotyper när dessa egenskaper framhävs positivt. Studien ämnade ytterligare undersöka om män och kvinnor skiljer sig åt i social desirability. Ett experiment utfördes där försökspersonerna slumpvis fördelades över en kontrollbetingelse och två experimentbetingelser. Den ena experimentbetingelsen tilldelades en kvinnlig manipulation där kvinnliga stereotyper framhävdes positivt medan den andra experimentbetingelsen tilldelades en manlig manipulation där manliga stereotyper framhävdes positivt. Kontrollbetingelsen tilldelades ingen manipulation. Därefter fick försökspersonerna skatta sig själva på påståenden i en enkät som beskrev de könstereotyperna som angivits i de båda manipulationerna. Ingen social desirability effekt uppvisades i resultatet.

What does it mean to be authentic? Is authenticity an attribute of the individual, or do certain environmental factors facilitate or inhibit the enactment of the authentic self? This research proposes that authentic behavior is the subjective perception that one is behaving in a way that is in accordance with his or her core being. As such, sense of authenticity is considered an important component of the self. I present a theoretical model of the relationship between authenticity and the need for social approval. I analyze the reports of 194 survey respondents and interview data from 21 interviews. These quantitative and qualitative analyses suggest that individuals engage in authentic and inauthentic behavior for a variety of reasons. Specifically, three different behavioral motivations have been identified: (1) behavior motivated by pursuit of the greater social good or for purposes of social cohesion, (2) behavior motivated by pursuit of instrumental gains, and (3) behavior motivated by an internal standard of integrity. Demographic variables and psychological variables were also found to be important determinants of authentic behavior. Blacks reported lower need for social approval than whites, and subsequently higher reports of authentic behavior. Self-esteem emerged in the analyses as a powerful predictor of authentic behavior. In tandem, these results suggest that it may not be one's level of social power that determines his or her ability to behave in ways deemed authentic, but rather one's sense of freedom and confidence in oneself. / Dissertation

No matter how many points of view about the word of ¡§leadership¡¨, the constant components will contain three components: the supervisors, subordinates, and how interaction relations between the supervisors and subordinates. LEADER-MEMBER EXCHANGE (LMX THEORY) ¡VOften organizational researches have described the relationship between supervisors and subordinates in terms of it. Research has given that relationship considerable attention. In essence, LMX theory indicates the possibility that supervisors develop different forms of exchange relationships with their subordinates. LMX is the western theory, the development until now is the nearly 30 years. This model points that leaders do not use the same style or set of behaviors uniformly across all members or subordinates; instead, unique relationships or exchange develop with each member. High quality LMXs(referred to as ¡§in-group¡¨ exchanges in this model) are characterized by mutual trust and support, whereas low-quality LMXs(referred to as¡¨out-group¡¨exchanges) are based on simply fulfilling the employment contract. The purpose of this article is to focus on one individual characteristic or behavior, ingratiation that may be important to LMX development. Moreover, based on the view of impression management, we categorized the targets of employees¡¦ organizational citizenship behaviors into job, organization, coworkers and supervisors. A questionnaire investigation was adopted in this research. Accessible population targeted on companies defined as honorary trainers of SMEs by Small and Medium Enterprise Administration in Ministry of Economic Affairs. There¡¦re 500 questionnaires totally set out of which 301samples are effective samples. Exploratory factor analysis, multiple regression analysis, Pearson Analysis etc.are applied in the analysis and the result is as the below: 1. Among ingratiation, value and LMX presents positive influence. 2. Between LMX and Organization citizenship behavior presents positive influence. 3. Between ingratiation and Organization citizenship behavior presents positive influence. 4. Between value and Organization citizenship behavior presents positive influence. 5. Ingratiation will affect Organization citizenship behavior with LMX as mediating variables. 6. Value will affect Organization citizenship behavior with LMX as mediating variables.

Within the cultural context of social media networks, this study explores the image management behaviors of untagging and selective posting of photos on Facebook. Through a survey, respondents answered questions regarding whether they engage in these behaviors and why they do so. This study sought to find a relationship between high self-monitors and the behaviors of selective photo posting and those with low self-esteem and the behaviors of selective photo posting. It is predicted that those who are high self- monitors and those with low self-esteem are more likely to engage in selective photo posting. This study also applies the Cultivation Theory to practices of image management while providing insight into the implications image management may have on our society. / text

This study will investigate the effect of instructional material on constellations of personality functioning measurable by the Rorschach using a sample of parents from the community. Repeated measures ANOVA and qualitative techniques will be used to analyze the data. It is expected that reading online material will result in more defensive Rorschach protocols, but will not affect variables noted in the literature to be important aspects of parenting capacity. The results will be of interest to psychologists concerned about the proliferation of testing material on the Internet and practitioners conducting forensic evaluations. / text

This study explores how college students present themselves on Facebook, a social networking website, and the impressions they want their fellow students to form of them when looking at their profiles. Goffman's dramaturgical and impression management framework served as a theoretical lens through which Facebook profiles were explored. Employing an ethnographic research design, data for this study were collected during eight-months of participant observation, 30 photo-elicitation interviews, and a photographic content analysis.Facebook has been rapidly adopted by undergraduate students who use it to maintain existing relationships and also as a medium in which to present themselves, especially through photographs. This study provides college administrators and student affairs professional some information about how undergraduates use Facebook and how Facebook can assist them in better understanding their institution's own student culture.Because photographs are instrumental to Facebook use, this study focused on the many images students place on their profiles. The use of photographs in social research is limited and it is hoped that this study will lay the ground work for further use of visual methods. This study found that college students believe that other college students are the primary audience for their profiles. Also, college students use six general "fronts" that lead audience members to see them as: (1) partier, (2) social, (3) adventurous/risk-taker, (4) humorous/funny/silly, (5) part of larger community, and (6) unique. Taken together, these fronts represent an "idealized" undergraduate. Students use props, settings, and gesture to provide their audience members visual cues to help them form the desired impressions. Much of the material that students place on Facebook is meant to be humorous or only understood by a small group of friends. Also, students only show a "narrow strip of activity" in their profiles.

The surgical culture values certainty and confidence, and this was proposed to be a source of internal conflict for surgeons, particularly during times of stress and uncertainty. Surgeons previously described the need to manage their image during these times, putting on an external appearance that is inconsistent internally. As part of a larger program of research on surgical judgment and decision making, this study used a constructivist grounded theory approach to explore 15 general surgery trainees’ perceptions and experiences of impression management during moments of decision making. Residents described their perceived expectations in training, and the impression management strategies they used to appear as though they were meeting them in circumstances when they were not. Participants described those who did not meet these expectations as branded the ‘struggling resident’. Concerns about one’s impression had implications for residents’ evaluations, learning opportunities, decision making, and wellness.

The surgical culture values certainty and confidence, and this was proposed to be a source of internal conflict for surgeons, particularly during times of stress and uncertainty. Surgeons previously described the need to manage their image during these times, putting on an external appearance that is inconsistent internally. As part of a larger program of research on surgical judgment and decision making, this study used a constructivist grounded theory approach to explore 15 general surgery trainees’ perceptions and experiences of impression management during moments of decision making. Residents described their perceived expectations in training, and the impression management strategies they used to appear as though they were meeting them in circumstances when they were not. Participants described those who did not meet these expectations as branded the ‘struggling resident’. Concerns about one’s impression had implications for residents’ evaluations, learning opportunities, decision making, and wellness.

The purpose of this thesis was to investigate the influence of interviewee social skill on the use and effectiveness of impression management (IM), as well as interviewers’ perceptions of the use of IM during the employment interview. One hundred and nine participants completed mock employment interviews for developmental purposes. An antecedent model whereby IM partially mediated the effect of social skill on interview performance was supported for observer-coded self-promotion. In contrast, a moderator model was supported for self-reported deceptive IM, as interviewees were more likely to positively influence their interview performance with the use of deceptive IM when they were high on social skill. In addition, although interviewers were mostly inaccurate in their perceptions of deceptive IM, social skill did not moderate the amount of agreement between self- and interviewer-ratings of IM. Implications for research and practice are discussed. / Social Sciences and Humanities Research Council of Canada