The Study On Job Candidate’s Interview Faking Behavior Structure And Its Influencing Factors In The Process Of Personnel Selection

The fake in the interview is cheat Impression Management of reply to the questions so as to get a good appraisal on the interview or produce suitable feeling. This research discussed the structure of job candidate’s interview behavior with faking and its influencing factors in China, using correct way of Psychology. For a special purpose, depend on literature research, organization research and scales, we selected scale questions that constituted the elementary scale. We modified the scale by pretest and question analysis; finally, we made a good scale. Through put scales, we obtain a four-elements construction of fake according to EFA. Then we investigated the relevance among interview faking and associated variables. In the end, the effect of demographics was studied about four elements. The outcomes are:1. Candidates of work’s interview fake in China is consist of four elements:Match Optimization, Glorious image building, Past deeds modification and Interpersonal compliment.2. Research on interview fake scale implied that the reliability and validity of scale both excellent.3. Job Candidates’Social desirability degree and Self-monitoring affected Interview fake. Self-monitoring had intermediary influence on Machiavellianism and interview behavior with faking.4. Five demographic elements:gender, diploma, specialized field, number of interviews and age, have important effect on Interview behavior with faking.