Impact of Deceptive Impression Management on New Employees: Relationship with Fit, Stress, Well-Being and Engagement

Charbonneau, Brooke
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University of Guelph

The current study looked at student job applicants and investigated the relationship between use of deceptive IM in the interview and personal outcomes on the job. I hypothesized that use of deceptive IM in the interview would be positively related to job stress, and negatively related to perceived fit, affective well-being and employee engagement. I also hypothesized that perceived fit would be negatively related to job stress and positively related to affective well-being and employee engagement, and would mediate the relationship between deceptive IM and these variables. These hypotheses were tested with 105 co-op students self-reporting on real job interviews and job attitudes. Path analyses and correlational results supported the relationship between perceived fit and the job outcomes. The relationships between deceptive IM and the job outcomes were all in the expected direction, but there were wide confidence intervals around these relationships. Further research with larger samples should be conducted in this area. However, the results indicate that deceptive IM may not be the best interview strategy for those hoping to obtain long-term jobs where they can grow and develop.

deceptive impression management, new employees, well-being, engagement, job stress, job fit