I like you more when your behaviors fit my motivational orientation: The effect of interpersonal regulatory fit on interpersonal evaluation

The moderating role of interviewer's regulatory focus in the effectiveness of impression management tactics: Regulatory fit as a source of subjective value

“…First, in contrast to previous IM research, which has mostly been from the actor's perspective and therefore painted an incomplete picture of the IM process (Long, ), the current study explores the target's perspective. Since previous studies have suggested that regulatory fit experienced in social contexts can result in enhanced interpersonal perception (Cesario & Higgins, ; Hamstra et al ., ; Liu et al ., ; Santelli et al ., ), and assertive and defensive tactics correspond with promotion and prevention concerns, respectively, we highlight the role of the interviewer's regulatory focus in determining the effectiveness of different IM tactics. We proposed and confirmed that the interviewer's intrapersonal fit experience created by receiving IM tactics fitting with the interviewer's own motivational orientation promotes interview evaluation.…”

“…First, in contrast to previous IM research, which has mostly been from the actor's perspective and therefore painted an incomplete picture of the IM process (Long, 2013), the current study explores the target's perspective. Since previous studies have suggested that regulatory fit experienced in social contexts can result in enhanced interpersonal perception (Cesario & Higgins, 2008;Hamstra et al, 2014;Liu et al, 2016;Santelli 5 We also meta-analysed all four studies with each dimensions of interview evaluation (i.e., liking, competence evaluation, and hireability) as dependent variables. The results showed that regulatory fit still had significant effects on all three dimensions, Mr = .26, Z = 5.73, p < .001 for liking, Mr = .27, Z = 5.89, p < .001 for competence evaluation, Mr = .26, Z = 5.72, p < .001 for hireability, all two-tailed.…”

“…We followed Liu, Bian, Gao, Ding, and Zhang (), Tsai et al . (), and Stevens and Kristof () by measuring interview evaluation with three dimensions: liking, competence evaluation, and hireability.…”

“…We followed Liu, Bian, Gao, Ding, and Zhang (2016), Tsai et al (2005), and Stevens and Kristof (1995) by measuring interview evaluation with three dimensions: liking, competence evaluation, and hireability. Liking was assessed with three items (a = .84), including 'How pleasant do you think it would be to make friends with this person?'…”

The Dual Fit Perspective: Examining the Simultaneous Effects of Intrapersonal and Interpersonal Regulatory Fit on Motivation

“…BP-Fit II occurs since both individuals prefer a prevention approach. The motivational boost of BP-Fit II (Liu et al, 2016;Righetti et al, 2011) helps to buffer the negative effects of WP-Misfit II. Under DF-3 and DF-4, BP-Fit weakens the negative effects of WP-Misfit.…”