THE PROBLEM AND ITS BACKGROUND
When we talk about mood, it is typically described as having positive and negative valence. Positive, as in the mood that may be described as the elated feelings that one has and the negative are may be those that make people sad, depressed, or anxious.
In 1992, Braverman, coined the term mood congruency in judgments to portray circumstances in which state of mind influences an individual\’s contemplations, attributions, and desires, which, thusly, impact the people’s choices. As indicated by their perspective, upbeat individuals are more probable than dismal individuals to expect decent climate for an outing, since decent climate is compatible with their pleasant mood according to Bolen, 2007. There are some speculations that say that positive mood can affect our minds in good or bad ways. A study also suggests that being in a positive state of mind widens or grows the broadness of attentional choice such that data that might be helpful to the current workload turns out to be more open for use.
The HR profession has developed as a key accomplice and is increasingly expected, past its unique \”individuals care\” part, to control others\’ sentiments, as a change and culture champion or supporting administrators who do not have the right stuff, vitality or time to perform emotion management.
Studies by Burns et al (1998) have determined that in an industrial setting, women tend to be more engaging in modesty such as de-emphasizing one’s characteristics after a performance, opinion conformity, and flattery/ compliments. For the last 100 years, job interviews have been an integral part of personnel selection practice. Campion et al (2014) suggest that interviews are choice instrument used to settle on hiring in spite of the fact that interview is regularly censured for being subjective and is inclined to inclinations and segregation. (Steiner, 2012) Cognitive factors have been identified as potential drivers for biases by Ryan & Ployhart (2012). A theoretical framework of interview bias that draws upon dual process theory is presented by Derous, Buljisrogge and Roulin that proposes that the root of predisposition lies in fast and frugal judgments made amid the underlying impression arrangement process, and along these lines influences the interviewer amid all phases of the interview process.
In the study of Katherine H. Rogers and Jeremy C. Biesanz from University of British Columbia, the researchers cited Cronbach. He noted that a perceiver, the person who is framing the impression, can achieve a sensible level of precision essentially by judging the objective, the person who is having the impression framed of them, as normal on the characteristic.
1.2 Background of the Study
McFarland, White, and Newth (2003) found that people encountering a positive mood state judged everyone around them to be more ecstatic and skilled contrasted with those in a negative mood, who tended to view others less positively. They induced that this mood congruency happens in light of the fact that people credit their pessimistic inclination to the targeted individual, as opposed to the real reason for their adverse state of mind. According to Clore and Schwarz (2007), while attributing another judgment, individuals have been found to utilize their positive or negative mood state as data, and misattribute it to the judgment target, bringing a mood-congruent judgments.
According to Chartland (2006), despite the fact that there are a few competing accounts for the effects of mood on processing, an utilitarian clarification for the wonder that mind-set impacts processing style is the sentiments as data record by Schwarz and partners (Schwarz, 1990; Schwarz &Bohner, 1996;Schwarz & Clore, 1996, as cited by Chartrand, Baaren, and Bargh, 2006). The reason of this thought is that a man\’s present full of feeling state advises him or her about the goodness or badness of the environment—is it protected or tricky? Consequently, this data has suggestions for the path in which individuals cooperate with their surroundings.
Chartrand, Baaren and Bargh (2006) states that the rationale behind the flagging capacity of state of mind is that individuals as a rule feel great when things are going alright and for the most part feel awful when they keep running into troubles. At the point when individuals are in a positive state of mind, their surroundings appears to represent no risk, and they will probably depend on heuristic and inventive. Conversely, a negative mind-set signals that nature is risky and that appropriate action should be made, resulting in an information processing style is generally explanatory, effortful, and wary.
The study of Chien-Cheng Chen, Hsien-Wen Chen, and Ying-Yin Lin has confirmed that positive and negative moods of the interviewer may affect the hiring decision in the applicant. However, past research about the mood of the interviewer during the interview may have important role in interview results are only limited. This study aims to determine the influence of Mood of Recruitment Specialists in Impression Formation.
1.2 Theoretical Framework:
Fig. 1: Impression Formation Model
Fig. 1 shows the relationship that the researchers formulate to describe the role of impression formation in the study. Recency effect is the probability and belief bias in which has the tendency to weigh recent events more than earlier events.
As stated by Joe Shaheen, 2010, recency effect occurs when for an instance an applicant arrived on time and does well but said something negative later on will affect the interview results as it may affect the interviewer in some way.
Affection Infusion Model is when mood affects our judgments but not consistently. For the mood to have an effect on our judgment, it has to override the forces that would lead to the ‘standard’ judgment. Mood has no effect when we are making direct retrieval of a simple pre-formed conclusion and when the direction to satisfy a goal is strong. Mood has the best effect when a person is rushed, cramming, and making last-minute decisions. Mood can be felt without a person noticing it, and when is, the person will try to internalize by asking himself or herself, “How would I feel?” and would clearly immense and evaluate his or her feelings. However, mood does not have an effect in such circumstances of decision level, unless in a more detailed level such as when what we recall is biased by our mood.
To connect it to the study, the mood is an important factor that will be tried to measure to see if the result would have an effect to the impression formation to the target participants of the researchers. Affective Events Theory demonstrates that employees react emotionally to what happen to them at work and that this reaction influences their job performance and satisfaction. The theory begins through knowing that the emotions can affect and fluctuate the work environment. The work environment has factors affecting the job— the variation of tasks and degree of autonomy, job demands, and requirements for expressing emotional labor. These work events trigger positive or negative emotional reactions. But employees’ personalities and moods influence them to respond with greater or lesser intensity to the event. And their mood creates fluctuations to their general affect cycle. So a person’s emotional response to a given event that can change depending on mood. Affective Events Theory offers two important messages. First, emotions provide valuable perceptions into understanding employee behavior.
The model demonstrates how workplace hassles and improves the performance and satisfaction of the employee. Second, employees and managers shouldn’t ignore emotions, despite its minority, and their causes because they accumulate.
1.3 Conceptual Framework
The Conceptual Framework model for the Relationship of Moods and Impression Formation among Recruitment Specialists
The researchers start by administering the Abbreviated Profile of Mood States (POMS), a questionnaire that helps determine the current mood of the respondent. Afterwards, a questionnaire determining the rating of the respondent to the person he is interviewing is acquired in order to correlate the data gathered with each other, knowing how the mood prior to the interviewing of the employees would affect how he rates them afterwards. This determines the impression he built of the person and if his mood has something to do with it. The researchers want to bring to the awareness of the recruitment specialists that their mood prior might have something to do to the hiring rate afterwards by the impression they formed of the person based on their current mood.
1.4 Statement of the Problem
This current study seeks to determine if there is a correlation between the moods of the hiring specialists to their impression formation. To achieve this goal, the researchers have formulated the following specific questions:
1. What are the moods of the Recruitment Specialists prior to their interviews as determined by the Abbreviated Profile of Mood States questionnaire?
2. What are the impression formed by the Recruitment Specialists?
3. Is there a significant relationship between the Mood and Impression Formation of the Recruitment Specialists?
In line with the specified statements of the study, the researchers formulated the following hypothesis:
Ho: There is no significant relationship between the mood and impression formation of the recruitment specialists.
1.6 Scopes and Limitation
This study is about the industrial setting of the field of psychology. It targets specifically the subject of Human Resource that could help the future psychology students have more idea of the profession. Likewise, this study provides better understanding of the mood and impression formation of the Recruitment specialists that helps to improve the underlying value about the relationship of the said variables to correlate with the result of the hiring rate of the Recruitment Specialists.
The study includes the HR recruitment specialists in Manila, Philippines as well as the local applicants of the field. The target participants are within the age range of 25-40. The information gathering takes place at the local chains and buildings of the chosen type of company.
1.7 Significance of the Study
This study will benefit the following:
• Students – This research will benefit students, as further research about the industrial setting will further enhance their understanding of the dynamics that lies in the parameters of hiring individuals.
• Teachers – This research will benefit the teacher to give additional information about Human Resource, its importance to his students.
• HR Managers – This research will benefit the HR Managers in order to help them have more contact with their mood and have awareness in mood management.
• Employees –This research will help the employees to have better understanding how mood can affect their work in an industrial setting.
• Companies – Companies would benefit from this study in a way that they would know how to prime their hiring specialists beforehand in order to ensure a sound hiring procedure, minimizing bias.
• Future Researchers – Future researchers will benefit from the study seeing as this study would possibly provide further supplementary knowledge for them in their future endeavors regarding the topic proper.
1.8 Definition of terms
The following terms are operationally defined to give clarity to the notions presented in this study:
It is a natural instinctive state of mind that can affect one’s mood and actions towards other people.
• Impression Formation
It is the process by which Hiring Specialists form an overall impression of the applicant’s qualification.
It is the variable being measured from the Hiring Specialist before the interview process.
It is the way the Hiring Specialist thinks about or interpret the applicants.
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