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Perceptions of autistic and non-autistic adults in employment interviews: The role of impression management / Jade Eloise NORRIS in Research in Autism Spectrum Disorders, 112 (April 2024)
[article]
Titre : Perceptions of autistic and non-autistic adults in employment interviews: The role of impression management Type de document : Texte imprimé et/ou numérique Auteurs : Jade Eloise NORRIS, Auteur ; Jemma NICHOLSON, Auteur ; Rachel PROSSER, Auteur ; Jessica FARRELL, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur ; Laura HULL, Auteur ; Katie MARAS, Auteur Article en page(s) : p.102333 Langues : Anglais (eng) Mots-clés : Autism Employment Interviews Impression management Non-verbal Behavioral Index. décimale : PER Périodiques Résumé : Background Social communication and interaction differences can make employment interviews particularly challenging for autistic people, who may be less able to modulate their Impression Management (IM). This makes autism a relevant test case of the extent to which behavioral IM influences perceptions of job candidates. Method Two studies are reported. In Study 1, lay-raters watched a video of autistic and non-autistic mock candidates' interviews, and assessed their verbal, non-verbal, and para-verbal behaviors, and likelihood of social approach/avoidance. In Study 2, the presence of behavioral cues was manipulated by using either the interview videos (behavioral cues present) or transcripts (cues absent). Employers rated their overall impression of the candidates (e.g., perceived confidence, conscientiousness, competence, communication skills, etc). Results In study 1, autistic candidates were perceived as having a more monotonous tone of voice, being less composed and focused, and displaying less natural eye contact and gestures than their non-autistic counterparts, and received lower ratings for likelihood of social approach. For non-autistic interviewees, relationships were also found between ratings for verbal, para-verbal, and non-verbal behaviors, and social awkwardness and attractiveness. In study 2, non-autistic (but not autistic) interviewees received higher ratings of their confidence and communication skills when assessed by video than by transcript, but this advantage was not found for the autistic candidates. Conclusions Results indicate that observers may use different information when evaluating autistic compared with non-autistic interviewees, possibly due to qualitative differences in behavior. Implications of different behavioral presentations in autistic candidates are discussed, including the potential benefits of using transcripts or more structured interviews to enable recruiters to focus on interviewee answers, whilst being less influenced by non-verbal and para-verbal behaviors. En ligne : https://doi.org/10.1016/j.rasd.2024.102333 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=523
in Research in Autism Spectrum Disorders > 112 (April 2024) . - p.102333[article] Perceptions of autistic and non-autistic adults in employment interviews: The role of impression management [Texte imprimé et/ou numérique] / Jade Eloise NORRIS, Auteur ; Jemma NICHOLSON, Auteur ; Rachel PROSSER, Auteur ; Jessica FARRELL, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur ; Laura HULL, Auteur ; Katie MARAS, Auteur . - p.102333.
Langues : Anglais (eng)
in Research in Autism Spectrum Disorders > 112 (April 2024) . - p.102333
Mots-clés : Autism Employment Interviews Impression management Non-verbal Behavioral Index. décimale : PER Périodiques Résumé : Background Social communication and interaction differences can make employment interviews particularly challenging for autistic people, who may be less able to modulate their Impression Management (IM). This makes autism a relevant test case of the extent to which behavioral IM influences perceptions of job candidates. Method Two studies are reported. In Study 1, lay-raters watched a video of autistic and non-autistic mock candidates' interviews, and assessed their verbal, non-verbal, and para-verbal behaviors, and likelihood of social approach/avoidance. In Study 2, the presence of behavioral cues was manipulated by using either the interview videos (behavioral cues present) or transcripts (cues absent). Employers rated their overall impression of the candidates (e.g., perceived confidence, conscientiousness, competence, communication skills, etc). Results In study 1, autistic candidates were perceived as having a more monotonous tone of voice, being less composed and focused, and displaying less natural eye contact and gestures than their non-autistic counterparts, and received lower ratings for likelihood of social approach. For non-autistic interviewees, relationships were also found between ratings for verbal, para-verbal, and non-verbal behaviors, and social awkwardness and attractiveness. In study 2, non-autistic (but not autistic) interviewees received higher ratings of their confidence and communication skills when assessed by video than by transcript, but this advantage was not found for the autistic candidates. Conclusions Results indicate that observers may use different information when evaluating autistic compared with non-autistic interviewees, possibly due to qualitative differences in behavior. Implications of different behavioral presentations in autistic candidates are discussed, including the potential benefits of using transcripts or more structured interviews to enable recruiters to focus on interviewee answers, whilst being less influenced by non-verbal and para-verbal behaviors. En ligne : https://doi.org/10.1016/j.rasd.2024.102333 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=523 Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions / Katie MARAS in Autism, 25-4 (May 2021)
[article]
Titre : Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions Type de document : Texte imprimé et/ou numérique Auteurs : Katie MARAS, Auteur ; Jade Eloise NORRIS, Auteur ; Jemma NICHOLSON, Auteur ; Brett HEASMAN, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur Article en page(s) : p.1060-1075 Langues : Anglais (eng) Mots-clés : adaptations autism employment impression management interviewing perceptions Index. décimale : PER Périodiques Résumé : Despite possessing valuable skills, differences in the way that autistic people understand and respond to others in social situations mean that they are frequently disadvantaged in job interviews. We examined how autistic and non-autistic adults compared on standard (unmodified) job interview questions, and then used these findings to develop and evaluate supportive adaptations to questions. Fifty adults (25 autistic, 25 non-autistic) took part in two mock job interviews. Interview 1 provided a baseline measure of performance when answering typical, unmodified interview questions. Employment experts (unaware of participants' autism diagnoses) rated all interviewees on their responses to each question and their overall impressions of them and then provided feedback about how interviewees could improve and how questions could be adapted to facilitate this. Interviewees also provided feedback about the interview process, from their perspective. Adaptations to the questions were developed, with Interview 2 taking place approximately 6?months later. Results demonstrated that, in Interview 1, employment experts rated autistic interviewees less favourably than non-autistic interviewees. Ratings of both autistic and non-autistic participants' answers improved in Interview 2, but particularly for autistic interviewees (such that differences between autistic and non-autistic interviewees' performance reduced in Interview 2). Employers should be aware that adaptations to job interview questions are critical to level the playing field for autistic candidates. En ligne : http://dx.doi.org/10.1177/1362361320981319 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=444
in Autism > 25-4 (May 2021) . - p.1060-1075[article] Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions [Texte imprimé et/ou numérique] / Katie MARAS, Auteur ; Jade Eloise NORRIS, Auteur ; Jemma NICHOLSON, Auteur ; Brett HEASMAN, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur . - p.1060-1075.
Langues : Anglais (eng)
in Autism > 25-4 (May 2021) . - p.1060-1075
Mots-clés : adaptations autism employment impression management interviewing perceptions Index. décimale : PER Périodiques Résumé : Despite possessing valuable skills, differences in the way that autistic people understand and respond to others in social situations mean that they are frequently disadvantaged in job interviews. We examined how autistic and non-autistic adults compared on standard (unmodified) job interview questions, and then used these findings to develop and evaluate supportive adaptations to questions. Fifty adults (25 autistic, 25 non-autistic) took part in two mock job interviews. Interview 1 provided a baseline measure of performance when answering typical, unmodified interview questions. Employment experts (unaware of participants' autism diagnoses) rated all interviewees on their responses to each question and their overall impressions of them and then provided feedback about how interviewees could improve and how questions could be adapted to facilitate this. Interviewees also provided feedback about the interview process, from their perspective. Adaptations to the questions were developed, with Interview 2 taking place approximately 6?months later. Results demonstrated that, in Interview 1, employment experts rated autistic interviewees less favourably than non-autistic interviewees. Ratings of both autistic and non-autistic participants' answers improved in Interview 2, but particularly for autistic interviewees (such that differences between autistic and non-autistic interviewees' performance reduced in Interview 2). Employers should be aware that adaptations to job interview questions are critical to level the playing field for autistic candidates. En ligne : http://dx.doi.org/10.1177/1362361320981319 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=444