Lažiranje u selekcijskom intervjuu: provjera uspješnosti u prikazivanju osobina ličnosti idealnog kandidata za rukovoditeljsku poziciju

master's thesis

• Title (english): Faking in the selection interview: examining the success in showing the personality traits of the ideal candidate for the managerial position
• Author: Matea Gugo
• Mentor: Maja Parmač Kovačić (mentor)
• Committee member: Dinka Čorkalo Biruški (predsjednik povjerenstva)
• Committee member: Francesca Dumančić (član povjerenstva)
• Granter: University of Zagreb; Faculty of Humanities and Social Sciences; (Department of Psychology); Zagreb
• Defense date and country: 2023, Croatia
• Scientific / art field, discipline and subdiscipline: SOCIAL SCIENCES; Psychology; Psychology of Work

Abstract

Cilj ovog istraživanja bio je istražiti koliko su kandidati uspješni u iskrivljavanju svojih odgovora na intervjuu kako bi pokazali da posjeduju poželjne osobine ličnosti za radno mjesto voditelja/ice pozivnog centra. U istraživanju je sudjelovao uzorak studenata i netom diplomiranih osoba (N1 = 102), koji su prolazili kroz strukturirani selekcijski intervju kojim su se ispitivale dimenzije ekstraverzija i iskrenost/poniznost u dvije situacije – situaciji iskrenog odgovaranja i situaciji poticanog lažiranja. Dodatno smo prikupili procjene stručnjaka u području zapošljavanja (N2 = 8) o idealnim odgovorima kandidata za posao voditelja pozivnog centra na tom istom strukturiranom selekcijskom intervjuu. Dobiveni rezultati pokazali su kako kod iskrenosti/poniznosti postoji statistički značajna razlika između procjena stručnjaka i iskrenih odgovora sudionika, dok razlika između procjena stručnjaka i odgovora sudionika u situaciji poticanog iskrivljavanja nije bila statistički značajna. Time smo pokazali da su sudionici uspješno prepoznali poželjnu izraženost iskrenosti/poniznosti kod idealnog kandidata. Kod rezultata na ekstraverziji dobiveno je da postoji statistički značajna razlika između procjena stručnjaka i iskrenih odgovora sudionika te između procjena stručnjaka i odgovora sudionika u situaciji poticanog iskrivljavanja. Pokazalo se kako su sudionici u simuliranom selekcijskom intervjuu u situaciji poticanog iskrivljavanja precijenili traženu razinu ekstraverzije kod idealnog kandidata. Stručnjaci su procijenili kako bi idealni kandidat trebao ostvariti više bodova od sudionika u situaciji iskrenog odgovaranja, ali manje od bodova sudionika u situaciji lažiranja.

Abstract (english)

The aim of the present research was to investigate candidates’ success in distorting their responses so that they would appear to possess the desired qualities for the job of a call centre manager. A sample of university students and recent university graduates (N1 = 102) participated in the research. They underwent a structured selection interview which examined the domains Extraversion and Honesty-Humility in two situations – a situation of honest responding and a situation of encouraged faking. Simultaneously, we also gathered employment experts’ (N2 = 8) evaluation of ideal responses given by candidates for the position of a call centre manager. The obtained results demonstrated that in Honesty-Humility there is a statistically significant difference between the experts’ evaluation and the candidates’ honest responses, whereas the difference between the experts’ evaluation and the candidates’ responses in the situation of encouraged distortion was not statistically significant. It was thus established that the candidates had successfully recognized the desirable expression of Honesty-Humility in the ideal candidate. The results regarding the domain of Extraversion manifested a statistically significant difference between the experts’ evaluation and the candidates’ answers in both the situation of honest responding and the situation of encouraged distortion. It turned out that the candidates participating in the simulated selection interview had overestimated the ideal candidate’s required level of Extraversion in the situation of encouraged distortion. The experts’ estimate was that the ideal candidate should attain more points than the research participants in the situation of honest responding, yet he/she should score fewer points than them in the situation of response faking.

• Keywords: selekcijski intervju; lažiranje; iskrivljavanje odgovora; ličnost; (ruko)voditeljska pozicija
• Keywords (english): selection interview; faking; response distortion; personality; managerial position
• Language: croatian
• URN:NBN: urn:nbn:hr:131:552827
• Study programme: Title: Psychology; Study programme type: university; Study level: graduate; Academic / professional title: magistar/magistra psihologije (magistar/magistra psihologije)
• Type of resource: Text
• File origin: Born digital
• Access conditions: Access restricted to students and staff of home institution
• Created on: 2023-07-17 22:16:54