EAWOP small group meeting of the European Network of selection researchers edition:3th location:Gent date:27-29 August 2014
This study investigates the influence of humor on interviewer evaluations in a personnel selection context.
We conducted a 2x2 experimental design and manipulated humor vs. no humor and social distance being large vs. small. We collected data from 136 respondents (both students and employees), randomly distributed over the different conditions. We measured interview outcomes, PJ fit and perceived credibility using validated scales, which had good internal consistencies (α above .80). Hypothesis were tested with moderated mediation analysis of Preacher, Rucker and Hayes (2007). We controlled for sense of humor and work status. The results showed that in the case of a small social distance between the applicant and the interviewer, humor lead to lower interviewer evaluations through lower perceived credibility of the applicant. When the social distance was large, the humorous applicant received lower evaluations due to lower perceptions of PJ fit.