Impression management goals and job candidate’s race: A test of competing models

• Published in: International journal of hospitality management Vol. 109; p. 103426
• Main Authors: Min, Hyounae (Kelly), Hu, Yaou, Ann, Saehya
• Format: Journal Article
• Language: English
• Published: Elsevier Ltd 01-02-2023
• Subjects: Competence; Impression management; Positive impression; Race; Warmth; Warmth; Positive impression; Competence; Impression management; Race
• ISSN: 0278-4319; 1873-4693
• DOI: 10.1016/j.ijhm.2022.103426

The trade-off effect—the tendency to downplay a stereotypical social dimension (e.g., warmth) to increase a positive impression by conveying an opposing dimension (e.g., competence)—is well established. However, promoting stereotypical perceptions may amplify positive impressions by conforming to the evaluator’s expectations (i.e., the joint effect). To better understand the impacts of race-related impression management goals, we test these competing propositions through two studies. Study 1 shows that people tend to evaluate others more positively when the others appeal to stereotypical characteristics, supporting the joint effect: White candidates are perceived more positively when they exude competence whereas positive impressions are higher when Black candidates demonstrate warmth. Study 2 assesses the underlying mechanism and the boundary condition of this impact and found that the interaction effects between impression management strategies and race influence positive evaluations of candidates through perceived warmth and competence.
•People tend to evaluate others more positively when they appeal to stereotypical characteristics.•In the job interview context, White candidates are perceived more positively when they highlight competence.•In the job interview context, the positive impression is higher when Black candidates promote warmth.•Impression management goals × candidate’s race effects impact the positive evaluation via perceived warmth and competence.•The joint effect through judgments of warmth and competence was found regardless of evaluator’s race.