Please use this identifier to cite or link to this item: http://hdl.handle.net/10397/77017
Title: The advantage of being oneself: The role of applicant self-verification in organizational hiring decisions
Authors: Moore, C
Lee, SY
Kim, K 
Cable, DM
Keywords: Authenticity
Job offers
LIWC text analysis
Self-verification striving
Issue Date: 2017
Publisher: American Psychological Association
Source: Journal of applied psychology, 2017, v. 102, no. 11, p. 1493-1513 How to cite?
Journal: Journal of applied psychology 
Abstract: In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from 2 very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a stronger drive to self-verify. A third study, using a quasi-experimental design, explored the mechanism behind this effect and tested whether individuals who are high and low on this disposition communicate differently in a structured mock job interview. Text analysis (LIWC) of interview transcripts revealed systematic differences in candidates' language use as a function of their selfverification drives. These differences led an expert rater to perceive candidates with a strong drive to self-verify as less inauthentic and less misrepresentative than their low self-verifying peers, making her more likely to recommend these candidates for a job. Taken together, our results suggest that authentic self-presentation is an unidentified route to success on the job market, amplifying the chances that high-quality candidates can convert organizations' positive evaluations into tangible job offers. We discuss implications for job applicants, organizations, and the labor market.
URI: http://hdl.handle.net/10397/77017
ISSN: 0021-9010
EISSN: 1939-1854
DOI: 10.1037/apl0000223
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