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The growth in popularity of new media has led some television networks in the United States to experiment with alternative forms of political debate by encouraging viewers of all ages to submit video questions to political candidates. Surprisingly, however, experimentation with this new type of debate format in the 2008 U.S. presidential election cycle did not lead to the adoption of new debate formats in the subsequent 2012 election cycle, despite its success with viewing audiences. This study examines various debate formats to understand the value of participatory, user-generated debate question formats versus more traditional debate question formats whereby moderators or live audience members ask presidential candidates scripted questions.

Using a between-subjects experiment, this study examines four types of televised debate formats to assess young adult viewers’ impressions of each format as well as image perceptions of a political candidate and the individual posing the debate question.

The findings suggest debate formats impact perceptions of a political candidate’s image differently for young men and young women. In addition, varying the debate format impacts young voters’ perceptions of debate questioners as well as their overall perceptions of the debate. Implications for viewing audiences are discussed.

U.S. presidential candidates should embrace presidential debate formats that encourage citizens to participate in the political process via new media technologies.

This study shows implementing more engaging and interactive presidential debate formats can positively impact young voters’ perceptions.

Personality research has played a prominent role in the organizational sciences for a number of years. During the past two decades, however, research examining the impact of individual personality traits on emotions, attitudes, perceptions, and behaviors in organizations has increased, and our knowledge of the role of personality within organizational research is stronger. We examine a number of well-known personality dimensions that include the Five-Factor model of personality, locus of control, Type A Behavior Pattern, self-efficacy, and negative affectivity. We also examine a number of promising personality dimensions that have received less attention in the organizational sciences; these include trait anger, positive affectivity, action-state orientation, emotional intelligence, individualism- collectivism, and personal innovativeness. We review the personality research in these areas and offer suggestions for practice and future research.