面试中作假行为与印象管理的研究述评
A Review of the Research on Faking and Impression Management in the Interview
DOI: 10.12677/AP.2020.1010171, PDF,   
作者: 孙仁杰, 康廷虎：西北师范大学心理学院，甘肃 兰州
关键词: 面试作假；印象管理；前因；后效；Interview Faking； Impression Management； Antecedents； Aftereffect
摘要: 就业面试过程中，由于其特殊性质，作假(Faking)几乎时常发生。早年的研究中一般用社会称许性量表的得分识别作假行为。近年研究发现，作假更加等同于有欺骗性质的印象管理(Impression Management)而不是自我欺骗(Self-Deception)。本研究详尽地剖析了面试作假与印象管理的关系，并对面试作假和印象管理的性质、前因、后效及其影响因素等领域的研究进行了述评，以期对未来的研究提供更多可能的视角。
Abstract: Due to its special nature in the process of the employment interview, faking almost happens. In the early research, the score of social desirability scale was used to identify faking behavior. In recent years, it has been found that faking is more equivalent to deceptive impression management than self-deception. This study analyzes the relationship between interview faking and impression management in detail, and reviews the research on the nature, antecedents, aftereffects and influencing factors of interview faking and impression management, so as to provide more possible perspectives for further research.
文章引用：孙仁杰, 康廷虎 (2020). 面试中作假行为与印象管理的研究述评. 心理学进展, 10(10), 1459-1466. https://doi.org/10.12677/AP.2020.1010171

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