<p>”Vad hände med personlighetstesten?”</p><p>En kartläggning av vilka urvalsmetoder rekryterare lägger vikt på</p><p>Martina Gustavsson</p><p>Att finna rätt man till rätt plats innebär att hantera mänskliga resurser med bra metoder för att identifiera rätt medarbetare. För att undersöka vilka urvalsmetoder rekryterare lägger vikt på genomfördes en enkätundersökning med 43 rekryterare. Resultatet visade att rekryterarna lade mest vikt på intervju som användes av en stor andel rekryterare i deras bedömning av arbetssökande medan minst vikt lades på test som användes av en måttlig andel. Resultatet visade en diskrepans mellan hur viktiga rekryterarna sade att personliga egenskaper var och vilken vikt de lade vid test. En signifikant skillnad kunde påvisas, då rekryterare anställda vid stora företag lade större vikt på personliga egenskaper än de anställda vid mellanstora företag.</p>

The sport industry has become an enormous cultural and economic force across the globe. Yet it is one that is largely understudied in regards to public relations. In the United States, intercollegiate athletics—particularly football and men’s and women’s basketball—garners a tremendous amount of attention from media, the government, sports fan communities, merchandisers and scholars. However, there is scant research on public relations within intercollegiate athletics departments. Therefore, the purpose of this study is to learn how intercollegiate athletics directors (ADs) from National Collegiate Athletic Association (NCAA) Division I institutions with major basketball programs understand public relations, overall and in the context of men’s and women’s basketball coaches. For this study, a phenomenological approach was used. Twelve ADs were interviewed, and their transcripts were analyzed using comparative analysis procedures. The findings show that the overall understanding of public relations to the participants is integrated impression management: a combination of image, message, and action/interaction. The ADs associated public relations with marketing, branding, communication, media relations, community/university relations, fundraising and crisis management. They expressed a range of responsibility within their organizations for public relations, as well as related issues and challenges. They also associated some specific responsibilities and challenges regarding public relations to the context of men’s and women’s basketball coaching. The results of this study imply that despite some scholars’ insistence that public relations is a distinct discipline from marketing, executives do not necessarily separate the two. The findings of this study aid in understanding how public relations might be evolving within intercollegiate athletics. Learning how those with power and influence in this industry understand public relations can help intercollegiate athletics departments with the root and ramifications of some major challenges. For scholars, this presents an opportunity to test and develop theory, as well as to identify trends, changes and solutions for public relations in an industry with cultural power and influence.

The resident assistant (RA) position at higher education institutions is a position of great influence. RAs have the opportunity to impact many students’ lives through the various roles that they engage in as a RA. The most common roles that RAs are expected to perform include developing community, serving as a peer helper, being a friend to residents, and enforcing policy. The very nature of a multi-role position presents challenges for RAs in understanding how to effectively enact all of their roles. This study aimed at developing an understanding of the ways in which RAs engage in identity management strategies with residents. To accomplish this purpose, 143 RAs were surveyed using an identity management strategies scale designed for this study. In addition, a previously designed self-monitoring scale was also administered to test the relationship between identity management strategies and self-monitoring. These scales were applied to situations representing each of the four primary roles of a RA: community developer, peer helper, friend, and policy enforcer. The results indicate that RAs are more likely to engage in avoidance strategies during the policy enforcer role than any other strategy. In addition, first-year RAs generally use more effective identity management strategies when developing community than returner RAs use. First-year RAs’ identity management strategies also appear to be more influenced by the RAs’ desires to be friends with residents than returner RAs’ identity management strategies. The results also indicate that female RAs are more effective in the community development role than male RAs. However, male RAs are more effective than female RAs in the policy enforcement role. A result that was supported throughout the study was the finding that RAs with upperclassmen residents are not as actively engaged in communicating their roles to residents than are RAs with freshmen and upperclassmen residents or only freshmen residents. Finally, the relationship of perceived self-monitoring to RAs’ choice of identity management strategies was not supported. The results of the study, interpretation of the data analysis, study implications, and directions for future research are discussed in detail.

”Vad hände med personlighetstesten?” En kartläggning av vilka urvalsmetoder rekryterare lägger vikt på Martina Gustavsson Att finna rätt man till rätt plats innebär att hantera mänskliga resurser med bra metoder för att identifiera rätt medarbetare. För att undersöka vilka urvalsmetoder rekryterare lägger vikt på genomfördes en enkätundersökning med 43 rekryterare. Resultatet visade att rekryterarna lade mest vikt på intervju som användes av en stor andel rekryterare i deras bedömning av arbetssökande medan minst vikt lades på test som användes av en måttlig andel. Resultatet visade en diskrepans mellan hur viktiga rekryterarna sade att personliga egenskaper var och vilken vikt de lade vid test. En signifikant skillnad kunde påvisas, då rekryterare anställda vid stora företag lade större vikt på personliga egenskaper än de anställda vid mellanstora företag.

Previous research suggests that the amount of food that women eat may fluctuate depending on their impression-management motivation; however, the results do not provide direct evidence supporting such an explanation. That is, no studies conducted to date have actually manipulated impression-management motivation and measured its effects on eating behavior. The present program of research aimed to confirm that eating behavior in women does, in fact, change as a result of impression-management motivation. Experiments 1, 2, and 3 tested this by manipulating impression-management motivation via direct and explicit instructions. Experiment 3 was also designed to investigate how impression-management motivation might affect eating in situations in which females are eating with a friend (as opposed to a stranger). The results demonstrate that women motivated to make a good impression on a male stranger (Experiments 1 & 2) and a female stranger (Experiments 2 & 3) eat less than do those for whom the desire to make a positive impression has been disrupted. The results also confirm previous findings showing that women eat less when eating with a male stranger than when eating with a female stranger (Experiments 1 & 2). The findings from Experiment 3 suggest that there may be a different pattern of eating associated with impression-management motivation when women eat with female friends; it was found that participants ate more with a friend when they were motivated to make a good impression compared to when this motive was not present. These results may be explained by impression-management theory, in combination with notions about the complexity of female friendships and female-female competition surrounding eating, dieting, weight, and appearance.

This research examined Facebook friendships between college/university instructors and students. Based on the development of instructor-student dual relationships, this study described instructors’ Facebook use with students. This included explanations for allowing/not allowing students, communication with students, and ethical concerns. Rooted in the theories of impression management, self-monitoring and role conflict, plus the concept of ambient awareness, hypotheses predicted relationships between instructors’ individual differences and Facebook use: (1) self-monitoring would be positively related to role conflict; and (2) self-monitoring, (3) role conflict, and (4) ambient awareness would be positively related to instructors’ self-presentation, impression management behaviors, and privacy management. Emails were sent to faculty at 270 colleges/universities throughout the U.S. and 331 instructors completed the online survey. Of these, 56.2% allowed students as friends. Open-ended answers revealed that instructors allowed students as friends to communicate, to facilitate learning about each other, and because it was difficult to decline requests. Some instructors did not allow certain students (e.g., problematic students, undergraduates). They communicated by commenting on and liking posts on students’ pages, and had ethical concerns about negative consequences. Open-ended answers revealed that instructors did not allow students as friends to maintain the professional divide and avoid favoritism, which explained their ethical concerns. Hierarchical regression analyses tested the predicted relationships. Results revealed that self-monitoring approached significance as having a positive relationship with role conflict and a negative relationship with privacy management, but was not related to self-presentation or impression management behaviors. Role conflict was not related to impression management. Awareness of students was positively related to self-presentation and impression management behaviors, but unexpectedly, perception of students’ awareness of instructors was negatively related to privacy management. A partial correlation analysis tested high/low self-monitors separately and not only replicated the results, but also revealed that high self-monitors’ perception of students’ awareness was positively correlated with self-presentation and impression management behaviors. These findings indicate that ambient awareness is related to online communication and should be studied further. This is especially intriguing since the two types of ambient awareness related differently to the three types of impression management studied in this research.

Previous research suggests that the amount of food that women eat may fluctuate depending on their impression-management motivation; however, the results do not provide direct evidence supporting such an explanation. That is, no studies conducted to date have actually manipulated impression-management motivation and measured its effects on eating behavior. The present program of research aimed to confirm that eating behavior in women does, in fact, change as a result of impression-management motivation. Experiments 1, 2, and 3 tested this by manipulating impression-management motivation via direct and explicit instructions. Experiment 3 was also designed to investigate how impression-management motivation might affect eating in situations in which females are eating with a friend (as opposed to a stranger). The results demonstrate that women motivated to make a good impression on a male stranger (Experiments 1 & 2) and a female stranger (Experiments 2 & 3) eat less than do those for whom the desire to make a positive impression has been disrupted. The results also confirm previous findings showing that women eat less when eating with a male stranger than when eating with a female stranger (Experiments 1 & 2). The findings from Experiment 3 suggest that there may be a different pattern of eating associated with impression-management motivation when women eat with female friends; it was found that participants ate more with a friend when they were motivated to make a good impression compared to when this motive was not present. These results may be explained by impression-management theory, in combination with notions about the complexity of female friendships and female-female competition surrounding eating, dieting, weight, and appearance.

Organizational Citizenship Behavior (OCB) is considered behavior that benefits others, but is not a part of the employee’s job description. Research has indicated that OCB can be divided into two categories, behavior that is directed towards other individuals (OCBI) and behavior that is directed towards the organization (OCBO). Research has also suggested that there are three different motives behind OCB, impression management, prosocial values, and organizational concern. This study examines the relationship between the motives and the type of OCB that is performed. The results failed to indicate that motives matter in determining which type of OCB is performed. Additionally, participants in all three motives were more likely to engage in OCBO behavior than in OCBI behavior.

som individen tror uppskattas i det sociala sammanhanget, så den får fram rätt framtoning? Frågor av denna karaktär har varit med att bygga upp denna uppsats och drivit oss att ta reda på mer. Ovanstående är temat som denna uppsats behandlar och utreder. I fokus står det mellanmänskliga mötet som sker under anställningsintervjun och hur intrycksstyrning används. För kandidaten och för rekryteraren är anställningsintervjun ett tillfälle då de båda i de flesta fall vill framstå i så god dager som möjligt. Intrycksstyrning är en metod för att skapa och förstärka intryck med hjälp av olika taktiker. Vi har med utgångspunkt i den symboliska interaktionismen hämtat både kunskap och inspiration och överfört dem till anställningsintervjun som är en del av rekryteringsprocessen. Symbolisk interaktionism fokuserar på kommunikation mellan människor och det område som vi studerat närmare. Vi har intervjuat tre rekryterare och tre kandidater som är anställda på Skol- och barnomsorgsförvaltningen inom Växjö kommun. Syftet med denna uppsats har varit att få en ökad förståelse och kunskap för hur människor agerar under anställningsintervjun. Vi har bland annat kommit fram till att parterna vill se intervjun som ett samtal istället för ett stelt förhör eller ett tillgjort skådespel. Vi har även kommit fram till att individerna vill agera mänskligt och tillåtas ha fel och brister istället för att ge sken och uppfattas som perfekta. Det har visat sig att det inte enbart är positivt att visa sina goda sidor och agera som en reklamkampanj. Det som framkom var att överdrivna förmågor förr eller senare kommer fram, därför är det av vikt att ha en allmänkunskap som gör det enklare att genomskåda intrycksstyrningen. / Should an individual expose his true personality, express his emotions, reveal his inner-self and disclose exactly how he feels or should the individual assess the social environment and act according to what the individual deems to be the most acceptable behaviour in the social context, and so project the right impression? Questions like this have helped us to put together this essay and have motivated us to find out more. The above is the theme this paper deals with and investigates. Its focus is on the interpersonal interaction that takes place during a job interview and how impression management is used. For the candidate and the recruiter a job interview is a time when both want to appear in as good a light as possible. Impression Management is a method to create and reinforce an impression by using different tactics. We have, from theoretical starting points of symbolic interaction, obtained both knowledge and inspiration and transferred them to the job interview as part of the recruitment process. We have interviewed three recruiters and three candidates who are employed at Växjö municipality’s School and Child Care Administration. The aim of this thesis has been to achieve a better understanding and knowledge of how people inter-act during an employment interview. We have drawn the conclusion that both parties want to see the interview as a conversation instead of a rigid interrogation or play-acting. We also found that the two participants want to appear humane and accept faults and shortcomings instead of giving the impression of being perfect. It is not considered positive to only show their good sides as in an advertising campaign. What emerged was that exaggerated capabilities sooner or later are exposed. It is therefore important to have a general knowledge that makes it easier to expose impression management.

This study investigate how the players' virtual community citizenship behavior were influence by online social identity and impression management of online game discussion forum. A questionnaire was designed for the online survey that resulted in a total of 692 valid responses. The results suggested that the player were more spontaneous involved in organizational citizenship behavior when they had higher identity on discussion forum. The player had more positive action in organizational citizenship behavior when they had higher attention on self impression management. This research is different from those past gaming community researches focus on the user's addiction and motivation, and give suggestions for future research.