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Originalarbeit

Selbstregulation im Bewerbungsprozess

Intra- und interindividuelle Differenzen von Affekt und Handlungsorientierung

Published Online:July 03, 2019https://doi.org/10.1026/0932-4089/a000299

Abstract

Zusammenfassung. Der Affekt (AV) von Bewerberinnen und Bewerbern (N = 173) und seine Änderungen im Bewerbungsprozess wurde basierend auf der Selbstregulations-Theorie untersucht. Der Affekt wurde erstmals explizit und implizit unmittelbar vor und nach typischen Aufgaben (Stellenauswahl, Interview) in einem realitätsnah simulierten, mehrwöchigen Bewerbungsprozess erfasst. Die Auswertung erfolgte mittels 2-faktoriellem between-within-subjects-Design mit den Faktoren (UV) Handlungskontrolle und Bewerbungsprozess. Separate Analysen zeigen signifikante Haupteffekte (p < .001) von Bewerbungsprozess und Handlungskontrolle auf den positiven und negativen expliziten und den negativen impliziten Affekt. Handlungsorientierte Bewerberinnen und Bewerber berichten mehr positiven Affekt (explizit) und weniger negativen Affekt (explizit, implizit) als lageorientierte Bewerberinnen und Bewerber. Die Korrelation impliziten und expliziten negativen Affekts vor und nach dem Interview ähnelt der unter neutralen Bedingungen. Die Befunde sprechen für vorteilhafte Selbstdarstellung, jedoch nicht für eine Verstellung der Bewerberinnen und Bewerber. Handlungskontrolle beeinflusst den impliziten und expliziten Affekt der Bewerbenden und so ihre affektive Selbstpräsentation.


Self-Regulation Within the Application Process: Intra- and Interindividual Differences in Affect and Action Orientation

Abstract. Applicants’ experienced affect and its changes during the application process were investigated. Hypotheses were based on self-regulation-theory. Applicants’ (N = 173) explicit and implicit affect were measured over a period of several weeks before and after typical tasks within a realistically simulated application process. Analyses were based on a two-factorial between- and within-subjects design with action control and application process as independent variables. Separate analyses show significant (p < .001) main effects of application process and action control on implicit and explicit affect. Action-oriented applicants show more positive (explicit) and less negative affect (implicit, explicit) than state-oriented applicants. Correlations between implicit and explicit negative affect before and after interviews did not differ from nondemanding conditions. Results support the view that applicants want to present themselves favorably but not that they intend to fake anything. The action control distinction influenced both implicitly and explicitly measured affect and affective self-presentation.

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