本文通过对“自我欺骗(self-deception)”和“印象管理(impression management)”文献的回顾,发现对于印象管理在应聘过程中的研究有很多,但涉及自我欺骗的研究却很少而且大多聚集在心理学领域。因此,本文通过文献梳理对这两种不同的反应偏差类型进行了分析和对比。本文认为两者有着不同的作用机制,印象管理对于招聘评价的关系受自我监控类型的调节,而自我欺骗对于招聘评价的关系通过自我效能感来中介。 By reviewing the literature on “self-deception” and “impression management”, we find that there are many studies on the application of impression management in the recruitment process, but the study on self-deception and the “impression management” Few and most gathered in the field of psychology. Therefore, this paper analyzes and contrasts the two different types of reaction deviations through literature review. This paper argues that the two have different mechanisms of action. The relationship between impression management and recruitment evaluation is regulated by the type of self-monitoring. The relationship between self-deception and recruitment evaluation is mediated through self-efficacy.