The effects of self-oriented perfectionism in an experimental personnel selection context: a self-validation analysis / <i>Los efectos del perfeccionismo auto-orientado en un contexto experimental de selección de personal: un análisis desde la auto-v

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.