Effects of race on interview ratings in a situational panel interview.

This study investigated the effects of interviewer race, candidate race, and racial composition of interview panels on interview ratings. Data were collected on 153 police officers applying for promotion. Results confirmed a same-race rating effect (i.e., candidates racially similar to interviewers received higher ratings) for Black and White interviewers on racially balanced panels. A majority-race rating effect (i.e., candidates racially similar to the majority race of panel interviewers received higher ratings) existed for Black and White interviewers on primarily White panels. Rating patterns of Black and White interviewers on primarily Black panels also suggested a majority-race rating effect. Racial composition of selection interview panels in combination with interviewer and candidate race were proposed as variables affecting candidates' ratings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An investigation of race and sex similarity effects in interviews: A multilevel approach to relational demography.

This research studied the effects of race and sex similarity on ratings in one-on-one highly structured college recruiting interviews (N = 708 interviewers and 12,203 applicants for 7 different job families). A series of hierarchical linear models provided no evidence for similarity effects, although the commonly used D-score and analysis-of-variance-based interaction approaches conducted at the individual level of analysis yielded different results. The disparate results demonstrate the importance of attending to nested data structures and levels of analysis issues more broadly. Practically, the results suggest that organizations using carefully administered highly structured interviews may not need to be concerned about bias due to the mismatch between interviewer and applicant race or sex. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A meta-analysis of ratee race effects in performance ratings.

Conducted a meta-analysis of how the race of the ratee affects performance ratings by examining 74 studies with a total sample of 17,159 ratees for White raters and 14 studies with 2,428 ratees for Black raters. The 5 moderators examined were the study setting, rater training, type of rating, rating purpose, and the racial composition of the work group. Results show that the corrected mean correlations between ratee race and ratings for White and Black raters were .183 and –.220, with 95% confidence intervals that excluded zero for both rater groups. Substantial moderating effects were found for study setting and for the saliency of Blacks in the sample. Race effects were more likely in field settings when Blacks composed a small percentage of the work force. Both Black and White raters gave significantly higher ratings to members of their own race. It is suggested that future research should focus on understanding the process underlying race effects. References for the studies included are appended. (47 ref) (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Examination of race and sex effects on performance ratings.

The effects of rater source, rater and ratee race, rater and ratee sex, and job type were investigated on ratings collected for 8,642 first-term Army enlisted personnel. Ratings were made on 10 behaviorally based dimensions developed for evaluating all first-term soldiers. Results of between-Ss analyses similar to those conducted in past research revealed significant main effects and interactions for sex, race, rater source, and job type, but the variance accounted for by these effects was minimal. Repeated measures analyses were also performed, with each ratee evaluated by one Black and one White rater for the race effects analyses and one female and one male rater for the sex effects analyses. These analyses, which unconfounded rater bias and actual performance differences, yielded results similar to those obtained with the between-Ss design. Implications of the findings are discussed. ? (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex effects on performance ratings on manager–subordinate dyads: A field study.

Tested the hypothesis of N. Schmitt et al (see record 1980-33528-001) that people rate those similar to themselves with more confidence, which is reflected in larger variances in performance ratings. 286 manager–subordinate dyads in all 4 sex combinations comprised the sample. Subordinates rated managers on the Behavioral Observation Scales (BOS), and managers rated subordinates using the Minnesota Satisfactoriness Scales (MSS). Bartlett's test for homogeneity of variance revealed that female subordinates produced significantly more variability when rating their male managers than when rating their female managers on total BOS rating. Female managers produced more variable ratings of male subordinates than for female subordinates on total MSS rating. Male subordinates and managers did not produce more variable BOS or MSS ratings when appraising other males than when rating females. Results are discussed in terms of role expectations. (24 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Disability disclosure effects on employment interview ratings of applicants with nonvisible disabilities.

Objective: To investigate the effects of timing of verbal disclosure of a disability on employment interview ratings of applicants with nonvisible disabilities. Study Design: Participants (56 college students) viewed 2 videotaped employment interviews: 1 involving an applicant who disclosed a nonvisible disability (transverse myelitis), either early or late in the interview, and 1 with an applicant who did not disclose a disability. Outcome Measures: Qualifications/hiring, liking, and comfort with disability disclosure scales. Results: Applicants with nonvisible disabilities who chose to disclosure their disability were rated as more qualified and likeable when disclosing early in an interview. Conclusion: Individuals who wish to disclose an externally caused nonvisible disability (similar to transverse myelitis) should consider doing so early in an interview rather than at the end. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personal and situational factors in the recruitment interview.

Investigated the impact of various perceived recruitment interviewer traits, behaviors, and attitudes on job candidate interview evaluations and subjective probabilities of accepting a job. It was based on 112 1st- and 2nd-yr master's degree students at a graduate school of business and public administration. Results show that compared to the worst interviewers, the best ones had an impact such that candidates perceived: interest and concern from the interviewer, confrontation of the candidates' strengths and limitations, a younger successful man interviewing, and the possibility of a high salary. Candidates gave higher probabilities of accepting a job offer to those interviews in which they had an interest in receiving an offer, where the interviewer was seen as showing interest and concern for them, and where the interviewer discussed the careers of other employees with master's degrees in business administration in his company. An interaction among candidates' desires for mutually trusting and respectful interpersonal relations at work, their perception of the interpersonal qualities of their recruitment interviews, and their evaluation of the interviews was found. Candidates with higher interpersonal needs tended to perceive the best interviews as less interpersonally satisfying the worst interviews as more interpersonally satisfying than the candidates with lower interpersonal needs. (18 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship of coaching with performance in situational employment interviews.

This field study addressed the question of whether voluntary participation in interview coaching is related to performance in situational interviews. Promotional procedures in 4 different police and fire department jobs were involved, allowing replication in separate samples. In 3 of 4 jobs, when controlling for indicators of candidates' precoaching job knowledge and motivation to do well on the promotional procedures, attendance at a coaching session was significantly related to interview performance. Following a discussion of study limitations, an agenda for future research is discussed, including a proposed general model of coaching process and outcome variables. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of race on ratings of social skill.

Black and White judges rated the behavior of 12 schizophrenics participating in a comprehensive social skills training program. Results indicate that Black and White judges rated the same behavior in a different manner and are discussed in terms of how such practices could affect outcome in social skills research. (7 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of interview focus on recruitment effectiveness: A field experiment.

This study investigated the impact of interview focus (i.e., combined recruitment-selection versus recruitment only), interview content, and individual differences on applicants' information acquisition during interviews and persistence in pursuing jobs. Applicants for a position in a research center were studied longitudinally in a randomized experimental design. Results indicated that applicants acquired more information from interviews focusing solely on recruitment. This effect was strengthened where applicants were low in cognitive ability, high in trait anxiety, and low in self-monitoring. However, applicants involved in combined recruitment-selection interviews were more likely to persist in pursuing the job. The implications of these results for recruiting practice are described. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived similarity and accuracy of peer ratings.

The hypothesis that raters will be more accurate in rating peers perceived to be similar to themselves, suggested by Mumford (1983) and derived from social comparison theory, was examined. Subjects were 681 Israeli entrants to a military training program. Shortly after course inception, subjects were asked to review the performance of squad members and to forecast their final grade. Subjects also judged peers' similarity to self overall (general similarity), in course achievement (foreground similarity), and in military experience (background similarity). Analysis revealed that accuracy was markedly lower in the evaluation of dissimilar others. Although the same patterns of results was observed for all forms of similarity, stronger effects resulted when similarity was measured in terms of general and foreground characteristics. Implications for future theory and research as well as for the practical application of peer assessment are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of race on peer ratings in an industrial situation.

Examined the effect of race on the peer ratings of 43 black and 50 white industrial employees recently exposed to a foreman-training program which included intensive human relations training. Contrary to previous studies, no race effect was found. In addition, almost all the requirements for convergent and discriminant validity between the races were met. Possible explanations for these results and implications for the use of peer ratings in integrated settings are discussed. (15 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Some differential effects of race of rater and ratee on early peer ratings of combat aptitude.

Peer ratings of combat potential made by 669 Caucasian and Negro army recruits of the squad members were examined. The hypothesis that ratees would receive higher ratings from members of their own race than from members of another race was supported (p     

Effects of interviewer-interviewee similarity on interviewer objectivity in college admissions interviews.

Examined the effects of interviewer-interviewee similarity on college admissions officers' liking for and bias toward applicants. Data were analyzed separately for 3 officers to test the degree to which the effects of interviewer-interviewee similarity were consistent across different interviewers. Results show that for 1 interviewer there was no relationship between interviewer-interviewee similarity and either liking for or bias toward applicants; for another the relationships were low positive; and for a 3rd there were strong positive relationships between similarity and interviewer favorableness toward applicants. Results call into question the generality of the proposition that similarity between interviewers and interviewees leads to favorable interviewer judgments. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of purpose of appraisal and individual differences in stereotypes of women on sex differences in performance ratings: A laboratory and field study.

We investigated the effects of purpose of appraisal and individual differences in stereotypes of women on the evaluations of male and female ratees in two studies. In Study 1, 52 female and 51 male undergraduate students with traditional or nontraditional stereotypes of women evaluated written vignettes of either male or female ratees. Raters were informed that their evaluations would be used for scale development (experimental purposes) or for merit pay and promotion decisions (administrative decisions). Analyses revealed that female ratees were evaluated less accurately by raters with traditional stereotypes of women than by raters with nontraditional stereotypes of women. Such differences occurred, however, only when appraisals were made for administrative decisions. In Study 2, 810 raters with traditional or nontraditional stereotypes of women evaluated the teaching effectiveness of eight male and six female professors. Analyses indicated that women were evaluated more favorably by raters with nontraditional stereotypes of women than by raters with traditional stereotypes of women. Implications of the findings for sex differences in appraisal, future research, and organizational effectiveness are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Verbal rate, content, and adjustment ratings in experimentally structured interviews.

"The major purpose of the present study was to explore the relationship between verbal rate and rate variability and two content categories, topics and a content-inferred measure of anxiety… . The results were related to a general hypothesis of the facilitating effect of anxiety on verbal rate, and the present findings were considered as suggestive of relationships between verbal rate, topics, and those aspects of S's emotional state (anxiety) which overlap with a clinical evaluation of his adjustment from his verbalization." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reliability and validity of the situational interview for a sales position.

The reliability and validity of a situational interview (e.g., Latham, Saari, Pursell, & Campion, 1980) were examined for a sales position. In a pilot study, the interrater reliability of the interview was higher than that typically observed for interviews (r?=?.84). However, the estimate was probably inflated because the reliability was computed on the same data used in the item analysis phase of interview development. In a predictive validation study, the situational interview was shown to be valid (r?=?.45) in the prediction of sales productivity. After correcting for attenuation in the criterion, a validity coefficient of .47 was observed. Future research directions with respect to the situational interview are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A five-year study of effects of fines, gender, race, and age on illegal parking in spaces reserved for people with disabilities.

Trained observers recorded observations of 3,360 drivers of vehicles that parked legally or illegally in 1 of 3 spaces reserved for people with disabilities or in 1 of 3 spaces chosen for comparison purposes. The parkers were observed for 5 yrs during the 2nd week of each November. During the 1st year, no fines existed for illegal parking in the reserved spaces; during the 2nd, 3rd, and 4th years, $2 fines were in effect; during the 5th year, $25 fines were in effect. The frequency of illegal parking decreased after fines were imposed. Males and young drivers were consistently more likely to park illegally in spaces reserved for people with disabilities. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Comparability of interviewer, group, and individual interview ratings.

Compared interview trait ratings made by individual and groups of managers following exposure to videotaped interview playbacks with ratings made by experienced interviewers participating in 34 live interviews couched in a typical entry-level managerial employment setting. A convergent and discriminant validity analysis was made to assess the adequacy of the interview rating procedure. Mean ratings made by groups of managers were similar to mean ratings made by the interviewers. Agreement between the 2 dissimilar rater types using direct (face to face) and indirect (videotaped) stimuli indicated that perceptual distortion was now a strong factor. Individual managers' mean ratings suggested a leniency effect. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Confirming first impressions in the employment interview: A field study of interviewer behavior.

Examined behavioral styles used by interviewers to confirm their 1st impressions of job applicants. Three interviewers in a corporate setting formed 1st impressions based on application blank and test score information. They then conducted audiotaped interviews. Coders independently coded 79 interviews and found that 1st impressions were related to confirmatory behavior. Interviewers followed up positive 1st impressions, for example, by showing positive regard toward applicants, "selling" the company and giving job information, and gathering less information. Applicants' communication style and rapport with interviewers also differed. Significant differences in confirmatory behaviors also occurred among the 3 interviewers. A number of interviewer behaviors, especially positive regard, were related to applicant behavior in interviews. Although previous studies of expectancy confirmation have produced mixed results, the present results suggest that interviewers in natural settings do use confirmatory strategies, underscoring the importance of additional research on "self-fulfilling prophecies." (PsycINFO Database Record (c) 2010 APA, all rights reserved)