A Counterintuitive Hypothesis About Employment Interview Validity and Some Supporting Evidence.

This study found mixed support for the hypothesis that the difference in criterion-related validity between unstructured and structured employment interviews is due solely to the greater reliability of structured interviews. Using data from prior meta-analyses, this hypothesis was tested in 4 data sets by using standard psychometric procedures to remove the effects of measurement error in interview scores from correlations with rated job performance and training performance. In the 1st data set. support was found for this hypothesis. However, in a 2nd data set structured interviews had higher true score correlations with performance ratings, and in 2 other data sets unstructured interviews had higher true score correlations. We also found that averaging across 3 to 4 independent unstructured interviews provides the same level of validity for predicting job performance as a structured interview administered by a single interviewer. Practical and theoretical implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interviewer predictions of applicant qualifications and interviewer validity: Aggregate and individual analyses.

The relative effects of varied interviewee cues on line managers' hiring decisions were examined, as was the relative predictability of various criteria by line managers' interview impressions. Aggregate and individual regression analyses revealed that 3 nursing directors' impressions of 186 nursing applicants shaped their hiring recommendations more than did the applicants' resume credentials. Moreover, managers' interview impressions significantly predicted employees' job attitudes, though predictions of attitudes did not exceed predictions of performance. Finally, individual managers based hiring decisions on different interview impressions, and these impressions forecast employees' job attitudes with differential validity. Implications for future interviewing research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Testing the constancy of validity with computer-generated sampling distributions of the multiplicative model variance estimate: Results for petroleum industry validation research.

A comparison of computer-generated sampling distributions showed that increases in total N resulting from greater sample size/validity study reduced the sampling variation of multiplicative model estimates of true validity variance more than did increases in total N resulting from a larger number of studies. Validity coefficients, range restriction, and criterion reliability data for 5 tests predicting job performance and training performance were obtained from studies conducted at petroleum industry plants. Those tests included the Richardson-Bellows-Henry Ability, Arithmetic Reasoning, and Chemical Comprehension Tests; the Bennett Mechanical Comprehension Tests; and the Mathematics scale of the California Achievement Tests. Studies for 3 job categories (operation, maintenance, and laboratory) were combined for analysis to maximize sensitivity to job and plant differences. Sampling distributions of true validity variance estimates were generated for each test–criterion type combination. A comparison of actual variance estimates with critical values indicated that 3 of the 5 tests did not vary significantly in true validities for job performance or for training criteria. Results for 2 arithmetic reasoning tests support the existence of variation in true validities for job performance and for training criteria. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis.

This meta-analysis investigated the correlation between attitudinal commitment and job performance for 3,630 employees obtained from 27 independent studies across various levels of employee tenure. Controlling for employee age and other nuisance variables, the authors found that tenure had a very strong nonlinear moderating effect on the commitment-performance correlation, with correlations tending to decrease exponentially with increasing tenure. These findings do not appear to be the result of differences across studies in terms of the type of performance measure (supervisory vs. self), type of tenure (job vs. organizational), or commitment measure (Organizational Commitment Questionnaire [L. W. Porter, R. M. Steers, R. T. Mowday, & P. V. Boulian, 1974] vs. other). The implications and future research directions of these results are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interviewer validity as a function of interview structure, biographical data, and interviewee order.

Investigated effects of degree of interview structure, presence or absence of interviewee biographical information, and interviewee order on interviewer validity. 54 undergraduates in personnel management and 36 social-worker supervisors serving as judges rated 6 currently employed social workers assuming the role of job applicants in videotaped interviews. Low validities, calculated using interview ratings and performance-measure criterion scores based on a job analysis of the social-worker position, were obtained in all treatment conditions. Analysis of variance revealed that only interviewee order had an appreciable effect on interviewer validity. Analysis of the interview ratings revealed the presence of halo error and low interrater reliability. Possible design limitations and future research suggestions are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A meta-analysis of interrater and internal consistency reliability of selection interviews.

A meta-analysis of 111 interrater reliability coefficients and 49 coefficient alphas from selection interviews was conducted. Moderators of interrater reliability included study design, interviewer training, and 3 dimensions of interview structure (standardization of questions, of response evaluation, and of combining multiple ratings). Interactions showed that standardizing questions had a stronger moderating effect on reliability when coefficients were from separate (rather than panel) interviews, and multiple ratings were useful when combined mechanically (there was no evidence of usefulness when combined subjectively). Average correlations (derived from alphas) between ratings were moderated by standardization of questions and number of ratings made. Upper limits of validity were estimated to be .67 for highly structured interviews and .34 for unstructured interviews. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Identification and meta-analytic assessment of psychological constructs measured in employment interviews.

There has been a growing interest in understanding what constructs are assessed in the employment interview and the properties of those assessments. To address these issues, the authors developed a comprehensive taxonomy of 7 types of constructs that the interview could assess. Analysis of 338 ratings from 47 actual interview studies indicated that basic personality and applied social skills were the most frequently rated constructs in this taxonomy, followed by mental capability and job knowledge and skills. Further analysis suggested that high- and low-structure interviews tend to focus on different constructs. Taking both frequency and validity results into consideration, the findings suggest that at least part of the reason why structured interviews tend to have higher validity is because they focus more on constructs that have a stronger relationship with job performance. Limitations and directions for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A meta-analysis of the situational interview: An enumerative review of reasons for its validity.

The premise underlying the situational interview (SI) is that intentions predict behaviour. The distinguishing characteristics of the SI include the depiction of a dilemma in the interview question, the use of an item scoring guide, and summative scoring of items to yield a total interview score. A meta-analysis of SI studies indicated that the weighted mean observed criterion-related validity of the SI is .35 (n?=?1010), and the mean corrected criterion-related validity is .47. An enumerative review of the literature revealed that the SI is applicable across a diversity of jobs, participants, performance criteria, and countries. The criterion-related validation evidence for the SI is explained in terms of content, construct, and incremental validity, freedom from interviewer biases, and practicality. The article concludes with a comparison of the SI to interviews that measure either past behaviours or future intentions where the interview question does not contain a dilemma or scoring guide, and performance dimensions rather than each individual item are scored. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Body image, self-esteem, expectations, self-assessments, and actual success in a simulated job interview.

98 female undergraduates completed the Body Image Satisfaction Scale, Self-Cathexis Scale, Janis-Field-Eagly Self-Esteem Scale, and a job interview performance expectation scale prior to participating in a 15-min simulated job interview. After the job interviews, Ss rated their own performance. Two judges independently rated each S's performance by viewing videotapes of the job interviews. Expectations for job interview success were significantly related to both body satisfaction and self-esteem. Job interview self-ratings and the tendency to overrate or underestimate how well one actually performed were significantly related to self-esteem but not to body satisfaction. Body satisfaction was found to be subsumed by self-esteem in ability to predict interview expectations and self-assessments. Actual quality of interview performance was not related to either self-esteem or body attitudes. Discussion focuses on self-esteem consistency theory and implications for assisting applicants to assess more accurately their behavior in actual job interviews. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A comparison of interview and self-report methods for the assessment of borderline personality disorder criteria.

Interview methods are widely regarded as the standard for the diagnosis of borderline personality disorder (BPD), whereas self-report methods are considered a time-efficient alternative. However, the relative validity of these methods has not been sufficiently tested. The current study used data from the Collaborative Longitudinal Personality disorder Study to compare diagnostic base rates and the relative validity of interview and self-report methods for assessing functional outcome in BPD. Although self-report yielded higher base rates of criteria endorsement, results did not support the common assumption that diagnostic interviews are more valid than self-reports, but instead indicated the combined use of these methods optimally identifies BPD criteria. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.

This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and the 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Instructions, modeling, and rehearsal: Implications for training.

Studied the effects of instructions, modeling, and rehearsal in training 48 college students in empathic communication. Ss were assigned to 1 of 8 groups representing all possible factorial combinations of the variables which included instructions vs no instructions, modeling vs no modeling, and rehearsal vs no rehearsal. Training gains were assessed using written responses to the pre- and posttest administration of the Carkhuff Communication Index. Generalization effects were assessed using empathy ratings of a critical-incident interview. Analysis of written responses indicated that improvement in empathic communication occurred for all training groups. Specific instructions appeared to be a criticial factor in facilitating written performance. The interviews showed that a combination of training variables facilitated empathic responses during an interview more than each variable alone. Modeling seemed to be an effective procedure for the interview task. The instructional effect did not generalize very well. (31 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Eyewitness memory enhancement in the police interview: Cognitive retrieval mnemonics versus hypnosis.

Compared the effectiveness of 3 interview procedures for optimizing eyewitness memory performance: the cognitive interview based on memory-retrieval mnemonics from current memory theory, the presently controversial hypnosis interview, and the standard (control) police interview. Interviews were conducted in a controlled, yet ecologically valid, laboratory setting. 89 undergraduates viewed police training films of simulated violent crimes and were questioned individually in interactive interviews 48 hrs later by 1 of 16 law-enforcement personnel who had completed a 40-hr course in forensic hypnosis and had field experience of at least 100 cases. Results show that both the cognitive and hypnosis procedures elicited a significantly greater number of correct items of information from Ss than did the standard interview. This result, which held even for the most critical facts from the films, was most pronounced for crime scenarios in which the density of events was high. The number of incorrect items of information generated did not differ across the 3 interview conditions. The observed memory enhancement is interpreted in terms of the memory-guidance techniques common to both the cognitive and hypnosis interviews. Neither differential questioning time nor heightened S or interviewer motivation could explain the results. (56 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Transformational and Transactional Leadership: A Meta-Analytic Test of Their Relative Validity.

This study provided a comprehensive examination of the full range of transformational, transactional, and laissez-faire leadership. Results (based on 626 correlations from 87 sources) revealed an overall validity of .44 for transformational leadership, and this validity generalized over longitudinal and multisource designs. Contingent reward (.39) and laissez-faire (-.37) leadership had the next highest overall relations; management by exception (active and passive) was inconsistently related to the criteria. Surprisingly, there were several criteria for which contingent reward leadership had stronger relations than did transformational leadership. Furthermore, transformational leadership was strongly correlated with contingent reward (.80) and laissez-faire (-.65) leadership. Transformational and contingent reward leadership generally predicted criteria controlling for the other leadership dimensions, although transformational leadership failed to predict leader job performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance.

The image candidates portray in the interview, via appearance, impression management, and verbal and nonverbal behavior, has been hypothesized to influence interviewer ratings. Through the lenses of social influence and interdependence theories, this meta-analysis investigated (a) the magnitude of the relationship between these 3 self-presentation tactics and interviewer ratings, (b) whether these tactics also are correlated with later job performance, and (c) whether important theoretical moderators (e.g., the level of interview structure, the rating source, the use of field or experimental designs) affect these relationships. Results reveal that what you see in the interview may not be what you get on the job and that the unstructured interview is particularly impacted by these self-presentation tactics. Additionally and surprisingly, moderator analyses of these relationships found that the type of research design (experimental vs. field) does not moderate these findings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The academic job search: The experiences of a new PhD in the job market.

Describes the experiences of a new PhD seeking an academic job. The author's observations are drawn from job interviews with 12 psychology departments in Canada and the US. Topics discussed include where to apply, who is invited for an interview, the importance of publications, alternatives to a tenure track position, rejections, and how to make a decision about an offer. (French abstract) (9 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)