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| Title | Unveiling the art of influence: The interplay of nonverbal cues and social skill in job interviews |
| Creator | 蔡維奇;余相賓 Tsai, Wei-Chi;Yu, Hsiang-Pin |
| Contributor | 企管系 |
| Date | 2024-07 |
| Date Issued | 14-Feb-2025 10:46:35 (UTC+8) |
| Summary | Objectives: Applicants would use nonverbal impression management (IM) tactics to effectively influence interviewer evaluation even after accounting for the verbal content of applicants' responses and contextual factors (e.g., interview structure, duration). However, interviews were inherently social interactions, and individuals would benefit from their social skills, especially interpersonal influence skills. Interpersonal influence skills provide individuals with the ability to adjust and calibrate their behavior to various settings in order to elicit the desired responses from others. These research findings raise an interesting issue as to whether applicants' nonverbal IM and interpersonal influence skills would produce an additive or interactive effect on interviewer evaluation. Methods: Participants in this study consisted of 361 applicants for non-managerial positions in various industries in Taiwan. They were asked to complete the online survey based on one specific job interview experience they had within the past 3 months. Although all studied variables were collected from the same person using the same survey instrument, the interaction effect is not easily explained by the common method bias (Brockner et al., 1997). Results: Our findings showed that both nonverbal IM and interpersonal influence skills positively influenced interviewer evaluation. The positive relationship between nonverbal IM and interviewer evaluation became stronger as interpersonal influence skills decreased. Increasing levels of either tactic were associated with higher evaluation, but neither added predictive power beyond the other. This indicates that using one tactic had the same effect as using both. Conclusion: The finding of this study demonstrated that nonverbal IM tactics and interpersonal influence skills are substituting effects. Practically, applicants could simply choose one tactic rather than two to achieve favorable interviewer evaluations. In addition, it is important for interviewers not to be influenced by applicants' IM tactics and/or their interpersonal influence skills; they should instead pay attention to applicants' job-relevant knowledge and skills. |
| Relation | 33rd International Congress of Psychology, International Union of Psychological Science |
| Type | conference |
| dc.contributor | 企管系 | |
| dc.creator (作者) | 蔡維奇;余相賓 | |
| dc.creator (作者) | Tsai, Wei-Chi;Yu, Hsiang-Pin | |
| dc.date (日期) | 2024-07 | |
| dc.date.accessioned | 14-Feb-2025 10:46:35 (UTC+8) | - |
| dc.date.available | 14-Feb-2025 10:46:35 (UTC+8) | - |
| dc.date.issued (上傳時間) | 14-Feb-2025 10:46:35 (UTC+8) | - |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/155687 | - |
| dc.description.abstract (摘要) | Objectives: Applicants would use nonverbal impression management (IM) tactics to effectively influence interviewer evaluation even after accounting for the verbal content of applicants' responses and contextual factors (e.g., interview structure, duration). However, interviews were inherently social interactions, and individuals would benefit from their social skills, especially interpersonal influence skills. Interpersonal influence skills provide individuals with the ability to adjust and calibrate their behavior to various settings in order to elicit the desired responses from others. These research findings raise an interesting issue as to whether applicants' nonverbal IM and interpersonal influence skills would produce an additive or interactive effect on interviewer evaluation. Methods: Participants in this study consisted of 361 applicants for non-managerial positions in various industries in Taiwan. They were asked to complete the online survey based on one specific job interview experience they had within the past 3 months. Although all studied variables were collected from the same person using the same survey instrument, the interaction effect is not easily explained by the common method bias (Brockner et al., 1997). Results: Our findings showed that both nonverbal IM and interpersonal influence skills positively influenced interviewer evaluation. The positive relationship between nonverbal IM and interviewer evaluation became stronger as interpersonal influence skills decreased. Increasing levels of either tactic were associated with higher evaluation, but neither added predictive power beyond the other. This indicates that using one tactic had the same effect as using both. Conclusion: The finding of this study demonstrated that nonverbal IM tactics and interpersonal influence skills are substituting effects. Practically, applicants could simply choose one tactic rather than two to achieve favorable interviewer evaluations. In addition, it is important for interviewers not to be influenced by applicants' IM tactics and/or their interpersonal influence skills; they should instead pay attention to applicants' job-relevant knowledge and skills. | |
| dc.format.extent | 123 bytes | - |
| dc.format.mimetype | text/html | - |
| dc.relation (關聯) | 33rd International Congress of Psychology, International Union of Psychological Science | |
| dc.title (題名) | Unveiling the art of influence: The interplay of nonverbal cues and social skill in job interviews | |
| dc.type (資料類型) | conference |