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채용시장의 뉴노멀, 비대면 면접에서 투명성과 경고메시지의 활용: 지원자 반응 및 응답왜곡에 미치는 영향

New Normal in Recruitment Market, The Use of Transparency and Warning Message in Non face-to-face Interview: Effects on Applicants’ Reactions and Faking

정다정|허창구|강민균|정지우|김재철
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2022.05|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제35권 제2호|pp. 155-185|DOI https://doi.org/10.24230/kjiop.v35i2.155-185

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참고문헌

키워드

투명성Transparency비대면 면접경고메시지지원자 반응응답왜곡Non-face-to-face interviewWarning messagesApplicants’ reactionFaking
주제분류심리과학

초록

본 연구는 최근 확대되고 있는 비대면 면접상황에서 투명성(면접질문 공개)과 경고메시지가 지원자 반응 및 응답왜곡에 어떠한 영향을 미치는지 살펴보고자 하였다. 참가자들(N=82)은 투명성 제공유무와 경고메시지 제공유무의 네 조건에 무선 할당되어 비실시간 방식의 비대면 면접에 참여하였다. 본 연구의 주요 결과는 다음과 같다. 첫째, 투명성을 제공한 집단의 참가자들은 면접 과정에서 정보인식, 수행기회, 절차공정성을 보다 높게 지각하였다. 뿐만 아니라 투명성은 절차공정성 인식을 통해 조직매력에 정적 영향을 미치는 것으로 나타났다. 둘째, 투명성 제공이 응답왜곡을 증가시키지 않는 것으로 나타났으며, 광범위한 왜곡을 유의하게 감소시켰다. 셋째, 경고메시지는 전반적인 응답왜곡 수준을 낮추는 것으로 나타났으며, 구체적으로 가벼운 왜곡과 이미지 보호의 사용을 감소시켰다. 넷째, 경고메시지는 수행불안을 증가시키는 것으로 나타났으나, 실제 수행기회 인식과 절차공정성 인식에는 유의한 영향을 미치지 않았다. 본 연구는 비대면 면접에서 지원자 반응과 행동에 관한 실증 연구를 진행하였다는 점에서 의의가 있으며, 투명성과 경고메시지의 활용가능성을 제안함으로써 비대면 면접을 구성하는 기초 자료로 활용될 수 있을 것으로 기대한다. 논의에서 연구의 제한점과 향후 연구를 위한 제언을 제시하였다.

Abstract

This study sought to examine the effects of transparency and warning messages on applicants’ reactions and faking in non-face-to-face interview situation. A study was performed with a 2(transparency vs. non transparency) x 2(warned vs. unwarned) factorial design, Interviewees(N=82) were randomly assigned to each conditions and participated in non-face-to-face interviews. The main results and meanings of this study are as follows: First, the transparency group perceived higher information known, chance to perform, and procedural justice than non-transparency group during the interview process. Second, transparency did not increase the faking, and significantly reduced the extensive image creation. Third, the warning message reduced the overall level of faking, specifically reducing the use of slight image creation and image protection. Fourth, warning messages increased performance anxiety, but did not have a significant effect on chance to perform and procedural justice recognition. This study provided meaningful implication in that it conducted an empirical study on the applicants’ reactions and behavior in non-face-to-face interviews, and it is expected that it will be used as basic explanation for constructing non-face-to-face interviews by suggesting the possibility of using transparency and warning messages.

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