University of Calgary

Joshua Bourdage

  • Associate Professor


As an Industrial-Organizational Psychology specialist, I study human behavior in the workplace context. My lab is the "Organizational Behaviour and Influence" Laboratory.

For a better idea of some of my research interests and areas of expertise, you can look at my Google Scholar Page at 

You can also visit my lab webpage to get a better idea of the members of the lab and other things we are working on, at 

Examples of some of the areas I research are as follows:

Job Interviews

My interest in job interviews can be broken down into two major areas right now: (a) the role of technology in interviewing, and (b) applicant use of impression management and faking behaviors. Much of my current work is investigating how new methods of interviewing, such as asynchronous video interviews, impact applicant behaviors and reactions, and how we can better prepare applicants for interviews. In addition, I study the characteristics of individuals that lead to success in the job interview, the behaviors applicants use in the interview in an attempt to be successful, interview anxiety, and the ways in which an interview can be modified to maximize its predictive validity. Much of my recent work focuses on faking in the interview, who does it, and how to detect it. 

Impression Management and Leadership

At a broad level, I study how individuals influence one another in the workplace. These include behaviors such as impression management and influence tactics. For instance, impression management behaviors are those individuals engage in to influence the impressions others have of them, and could include ingratiation (e.g. flattering others to be perceived as likable) or intimidation (e.g. threatening others to be seen as dangers and get them to act the way you want them to).

One key construct where influence plays an essential role is in leadership. Effective leaders are able to influence others. I study the individual characteristics that influence whether an individual emerges as a leader, as well as the influence behaviors of individuals that make them effective or ineffective at influencing others. We've also done some work on ethical leadership and organizational politics. 

Individual Differences

In addition to these areas, I study the influence that personality plays in the workplace. Previously, I have examined both individual personality, as well as the personality composition of teams. Personality also plays an integral role in the job interview, as well as in determining the types of behaviors individuals use to influence others in the workplace, and leadership. As such, an understanding of personality runs through the other research areas emphasized above. 

Major Grants

The majority of my grant funding is from Social Sciences and Humanities Research Council (SSHRC) Grants, and currently we have several active grants funding the research in the lab, such as:


Social Sciences & Humanities Research Council of Canada (SSHRC) Insight Grant

Bourdage, J.S. (P.I.). Roulin, N., (Co-Investigator) & Ogunfowora, B. (Co-Investigator)

Manipulation and Influence in the Workplace


Social Sciences & Humanities Research Council of Canada (SSHRC) Insight Development Grant

Schmidt, J.A. (P.I.). & Bourdage, J.S. (Co-Investigator)

The Effects of Job Advertisement Messaging and Applicant Traits on Job Pursuit Decisions


Social Sciences & Humanities Research Council of Canada (SSHRC) Insight Grant

Roulin, N. (P.I.). & Bourdage, J.S. (Co-Investigator)

Innovations in Interviewing: Foundational Research Exploring Asynchronous Video Interviews


Representative Publications


To see recent publications, you can go to my Google Scholar page at:


Some representative publications from different areas I'm working in are:

Lukacik, E., Bourdage, J.S., & Roulin, N. (in press). Into the Void: A Conceptual Model and Research Agenda for the Design and Use of Asynchronous Video Interviews. Human Resource Management Review. 

Bourdage, J. S., Roulin, N., & Tarraf, R. (2018). “I (might be) just that good”: Honest and deceptive impression management in employment interviews. Personnel Psychology, 71(4), 597-632.

Bourdage, J.S., Wiltshire, J., & Lee, K. (2015). Personality and workplace impression management: Correlates and implications. Journal of Applied Psychology, 100, 537-546. DOI: 10.1037/a0037942. 

Dunlop, P.D., Bourdage, J.S., De Vries, E.E., McNeil, I., Jorritsma, K., Orchard, E., Austen, T., Baines, T., & Choe, W-K. (2020). Understanding how the Overclaiming Technique can be used to Detect Faking in Personnel Selection. Journal of Applied Psychology, 105, 784-799. 

Dunlop, P.D., Bourdage, J.S., De Vries, R.E., Hilbig, B.E., & Zettler, I. (2017). Openness to (Reporting) Experiences that We Never Had: Overclaiming as an Outcome of the Knowledge Accumulated through a Proclivity for Cognitive and Aesthetic Exploration. Journal of Personality and Social Psychology. DOI:

Lukacik, E., & Bourdage, J.S. (2019). Exploring the Influence of Abusive and Ethical Leadership on Supervisor and Coworker-Targeted Impression Management. Journal of Business and Psychology, 34, 771-789. 


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