Does emotional restraint or exuberance get you the job? How and when enthusiasm intensity is related to perceived job suitability
通过两项针对中国招聘人员的实验，研究发现求职者表达强烈热情会降低被感知为适合工作的可能性，但若招聘者认为求职者对组织有吸引力则可能带来积极结果，且招聘者的信息处理动机影响评价。
Abstract Scholars have identified that interviewers prefer applicants who are both emotionally restrained and exuberant. To reconcile these inconsistent results, we investigated how the magnitude of applicants' expressed enthusiasm influences interviewer perceptions of job suitability. In two experimental studies with recruiters in China, we show that expressing intense as opposed to mild enthusiasm reduces applicants' chances to be perceived as suitable for the job (Study 1). We further demonstrate that expressions of intense enthusiasm do not always undermine their perceived job suitability but can also lead to a positive interview outcome. We find that the negative consequences of intense enthusiasm are explained by interviewer perceptions of decreased appropriateness, whereas the positive consequences are driven by interviewer perceptions of the applicant's attraction to the organization (PAAO; Study 2). We also report how interviewer trait information processing motivation (IPM) influences the way applicants expressing intense enthusiasm are evaluated. Only interviewers with low trait IPM interpret applicants' intense enthusiasm as less appropriate. We propose to incorporate the social signaling character of emotions in future theorizing and research on nonverbal communication in job interviews.