Year: 2019
Type: conference-paper
Abstract: The field of Industrial/Organizational psychology has long been concerned with the selecting the right individuals to fill the right positions within organizations. Of all the methods by which individuals are selected, the employment interview is the most common (Sears & Rowe, 2002). However, there are some that believe the employment interview may suffer from rater bias (Sears & Rowe, 2002). The phenomenon known as the “similar-to-me effect” is a type of bias that assumes those in a hiring position are more likely to select those candidates that exude personality characteristics that most closely resemble themselves (Sears & Rowe,2002). Although the similar-to-me-effect is often viewed in terms of similar demographics such as age or race, the role of personality similarities has not received limited attention (Sears & Rowe, 2002). It is the goal of this study to examine the extent to which narcissists are prone to select other narcissists in an interview setting.
Author: Richard Evitts
Language: English
Subfield: Clinical Psychology
Field: Psychology
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W2990196633