The effects of self-oriented perfectionism in an experimental personnel selection context: a self-validation analysis

• Autores: Rafael Gil, Javier Horcajo
• Localización: International Journal of Social Psychology, Revista de Psicología Social, ISSN-e 1579-3680, ISSN 0213-4748, Vol. 39, Nº 3, 2024, págs. 415-450
• Idioma: inglés
• DOI: 10.1177/02134748241277132
• Títulos paralelos:
  • Los efectos del perfeccionismo auto-orientado en un contexto experimental de selección de personal: un análisis desde la auto-validación
• Enlaces
  • Texto completo
• Resumen
  • español

    En este estudio, se analizaron los efectos del perfeccionismo sobre la formación de actitudes y expectativas de comportamiento organizacional en potenciales seleccionadores de personal. Específicamente, se analizaron las dimensiones del perfeccionismo propuestas por Hewitt y Flett en relación con el proceso meta-cognitivo de la auto-validación de los pensamientos. Los participantes fueron aleatoriamente expuestos a un currículum (fuerte vs. débil) de un candidato a un puesto de trabajo que produjo pensamientos favorables (currículum fuerte) o desfavorables (currículum débil) hacia ese candidato y su currículum. Como se hipotetizó, los participantes percibieron sus pensamientos como más perfectos cuanto mayor fue su perfeccionismo auto-orientado. Consecuentemente, esto llevó a tener más certeza y confianza en los pensamientos generados. Esta mayor validación cognitiva de los pensamientos dio lugar a actitudes y expectativas sobre rendimiento, adaptación y compromiso organizacional más polarizadas, a favor o en contra del candidato, en función de los pensamientos generados (favorables vs. desfavorables). Las implicaciones para la investigación en persuasión y la aplicación en selección de personal son discutidas en el presente artículo.

  • English

    This study analysed the effects of perfectionism on the formation of attitudes and expectations of organisational behaviour in potential recruiters. Specifically, the dimensions of perfectionism proposed by Hewitt and Flett were analysed in relation to the meta-cognitive process of thought self-validation. Participants were randomly exposed to the résumé (strong vs. weak) of a job candidate that produced either favourable thoughts (strong résumé) or unfavourable thoughts (weak résumé) about the candidate and the résumé. As hypothesised, participants perceived their thoughts as more perfect the higher their self-oriented perfectionism. Consequently, this led them to be more certain and confident in the thoughts generated. This greater cognitive validation of their own thoughts, in turn, gave rise to more polarised attitudes (either in favour of or against the candidate) and expectations about performance, adaptation and organisational commitment, according to the thoughts generated (favourable vs. unfavourable). The implications for research in persuasion and its application in personnel selection are discussed in this article.

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