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Impression Management, Candor and Microcomputer-Based Organizational Surveys: AnIndividual Differences Approach

机译:印象管理,坦诚和基于微机的组织调查:一种个体差异的方法

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The present paper suggests an individual differences approach to the issue ofwhether responses on computerized survey are more candid than those on paper-and-pencil scales. It was hypothesized that skilled and motivated impression managers--individuals high in self-monitoring (Snyder, 1974), would inflate their scores on an index of job satisfaction under paper-and-pencil assessment but would exhibit lower levels of job satisfaction under computer assessment. Low self-monitors were thought to be relatively unaffected by mode of assessment. In the present study, currently employed management students were administered either a paper-and-pencil or computer version of the Job Satisfaction Index and the Self-Monitoring Scale. Interactions of self-monitoring and mode of assessment on subscales of pay, promotion, and coworker, as well as a combined measure of job satisfaction, indicated that high self-monitors were found to have lower levels of job satisfaction on the computer than on paper-and-pencil. Mode of assessment also influenced the job satisfaction of low self-monitors. Their job satisfaction scores were higher under computer assessment than on paper-and-pencil.

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