Relationships Between Candidate Self-Monitoring, Perceived Personality, and Selection Interview Outcomes
研究了130名英国毕业生实际招聘面试中，候选人自我监控能力与面试官对其人格感知及录用决策的关系，发现自我监控与面试结果关联不显著，并报告了修订版自我监控量表的心理测量学数据。
A study into the relationships between candidate self-monitoring ability, interviewer perceptions of candidate personality, and interviewer outcome decisions in the context of actual graduate recruitment interviews (n = 130) is presented. Detailed psychometric norm data is also reported on the Lennox and Wolfe (1984) revised Self-Monitoring (RS-M) scale, together with the results of confirmatory factor analyses into the factor structure of this measure. It was found that candidate self-monitoring ability was only moderately and nonsignificantly related to interviewer outcome evaluations, and that self-monitoring was generally uncorrelated with the positiveness of recruiter impressions of candidate personality. Confirmatory factor analyses revealed that a two correlated factor structure for the RS-M scale, in accordance with the original authors' formulation, provided the most parsimonious fit. Norm data for the RS-M scale is reported for this sample of British graduates, including item statistics, item to subscale, item to scale correlations, and internal reliability coefficients. Implications for future research into candidate impression management, self-monitoring, interviewer decision making, and the practical implications arising from these findings are discussed.