A theoretical model of cross‐cultural impression management in employment interviews

Abstract

Abstract With organizations being increasingly multinational and multicultural, there is a need for understanding the implications of having job applicants and interviewers from various cultural backgrounds interacting in an employment interview. We propose a theoretical model for understanding how cultural values translate into preferences for, and use of, impression management (IM) tactics in employment interviews. Building upon previous cross‐cultural IM models and relying on GLOBE cultural framework, we suggest that various cultural dimensions are associated with subsequent differences in applicants' use of both honest and deceptive forms of self‐focused, other‐focused, and defensive IM tactics in interviews. Our model also predicts that cultural distance, and indirectly difference between applicant IM use and interviewers' expectations, will determine how interviewers evaluate applicant interview performance. We highlight the importance of organizations taking responsibility in developing culturally conscientious selection methods to avoid potentially biased hiring decisions.

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