The impact of cross-cultural impression management differences on recruitment and selection

Abstract

This thesis explores how cultural differences impact impression management behaviors in an interview context. I first proposed a cross-cultural impression management model that may be used to predict how cultural values translate into impression management tactics in an interview setting. I then investigated cross-cultural differences in impression management use across five countries in an Asynchronous Video Interview (AVI) context. And finally, I investigated how cultural biases influence the selection process in an AVI context. In sum, this thesis consists of a theoretical contribution and two empirical studies which contribute to the literature in several key areas. These include constructing a novel cross-cultural impression management model for the interview context, being the first ever empirical study to investigate how CCIM differences impact applicant evaluations in an AVI context and investigating how cultural biases influence the selection process in an AVI context. I drew upon Schwartz’s (2006) cultural value dimensions and individual level discriminatory biases theory to formulate propositions for my model, and later explain why higher evaluation scores may be attributed to certain cultural groups in an AVI context. My research is highly relevant as the COVID pandemic causes more and more organizations operate through online channels and recruit internationally.