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Lookup NU author(s): Dr Saurabh BhattacharyaORCiD
This work is licensed under a Creative Commons Attribution 4.0 International License (CC BY 4.0).
PurposeThis study, leveraging impression management theory, aims to evaluate if job candidates are more likely to fake interviews when interviewed by artificial intelligence (AI) under the moderating influence of their personality and the issuance of a deception warning.Design/methodology/approachThis study used MANCOVA, followed by mediation and moderated mediation analyses, to test the hypotheses.FindingsThis study’s findings suggest that the presence of AI as interviewing agents increases job applicants’ intention to fake job interviews, with the perceived ability of AI vs humans to detect fakeness as a mediator. The conscientiousness of job applicants and warning issuance by the Chief HR officer or CEO moderates the relationship.Originality/valueWith the advancement of information technology tools such as AI, job interviews in firms are taken over by AI more than humans. This study pioneers research into the potential for increased faking behaviour by job candidates when interacting with AI interviewers. The current study is also one of the pioneering studies, shining a light on the misuse of IT systems in human resource management practices of organisations.
Author(s): Agnihotri A, Bhattacharya S
Publication type: Article
Publication status: Published
Journal: International Journal of Organizational Analysis
Year: 2025
Pages: epub ahead of print
Online publication date: 13/05/2025
Acceptance date: 21/04/2025
Date deposited: 04/10/2025
ISSN (print): 1934-8835
ISSN (electronic): 1758-8561
Publisher: Emerald Publishing
URL: https://doi.org/10.1108/IJOA-10-2024-4881
DOI: 10.1108/IJOA-10-2024-4881
ePrints DOI: 10.57711/twec-qd98
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