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Chefers förhållningssätt till social önskvärdhet: en kvalitativ studie kring socialt önskvärda svar vid anställningsintervjuer
University West, Department of Social and Behavioural Studies, Psychology and organization studies.
University West, Department of Social and Behavioural Studies, Psychology and organization studies.
2016 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Managers'  approaches to social desirability : a qualitative study on socially desirable responses at job interviews (English)
Abstract [sv]

Forskning har visat att vid anställningsintervjuer tenderar personer att svara på ett socialt önskvärt sätt. Med socialt önskvärda svar menas att en person försöker framhäva sina positiva egenskaper för att öka chansen till anställning. Studiens syfte har varit att undersöka hur chefer resonerar kring och bedömer socialt önskvärda svar vid anställningsintervjuer. Syftet var även att undersöka om chefer upplever att det finns någon skillnad mellan extroverta och introverta personer i förhållande till socialt önskvärda svar. Studien genomfördes med ett kvalitativt tillvägagångssätt där semistrukturerade intervjuer genomfördes med sju chefer inom Göteborgs kommun. Intervjuerna transkriberades och bearbetades med en tematisk analysmetod. Efter tematiseringen analyserades resultatet med hjälp av tidigare forskning och teorier kring social önskvärdhet och Impression Management (IM). Resultatet visade att respondenterna har relativt stor acceptans kring socialt önskvärda svar och menar att de ingår i det sociala samspelet. De upplever ingen större skillnad mellan extroverta och introverta när det kommer till socialt önskvärda svar. Genom att kandidaterna får ge exempel och beskriva situationer upplever respondenterna att de kan reducera och hantera socialt önskvärda svar.

Abstract [en]

Research has shown that people tend to respond in a socially desirable manner at job interviews. Socially desirable answers mean that a person tries to accentuate their positive features to increase the chance of employment. This study's purpose was to examine how managers reason about and judge socially desirable response at job interviews. The aim was also to investigate whether managers feel that there is a difference between extroverts and introverts in relation to socially desirable answers. The study was conducted with a qualitative approach in which semi-structured interviews were conducted with seven managers in Gothenburg. The interviews were transcribed and processed with a thematic analysis. After the thematic analysis we analyzed the results by using previous research and theories of social desirability and Impression Management (IM). The results showed that the respondents have a relatively wide acceptance for socially desirable answers and they say that it is a part of the social interaction. They experience no major difference between extroverts and introverts when it comes to socially desirable answers. By asking the candidates to give examples and describe situations the respondents can reduce and manage socially desirable answers.

Place, publisher, year, edition, pages
2016. , 30 p.
Keyword [en]
Impression management, social desirability, extroversion, introversion, recruitment
Keyword [sv]
Impression management, social önskvärdhet, extroversion, introversion, rekrytering
National Category
Psychology
Identifiers
URN: urn:nbn:se:hv:diva-9613Local ID: EXM500OAI: oai:DiVA.org:hv-9613DiVA: diva2:950175
Subject / course
Psychology
Educational program
Personalvetarprogrammet
Supervisors
Examiners
Available from: 2016-08-02 Created: 2016-07-28 Last updated: 2016-08-02Bibliographically approved

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CiteExportLink to record
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Citation style
  • apa
  • harvard1
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
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  • asciidoc
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