| Abstract: | Reviews some of the research on decision making in personnel selection, with special attention to the greater weighting of unfavorable information in selection decisions and to the nature of causal attributions in the personnel interview. A 2-stage selection model is proposed in which decision makers first make attributions about the applicant and then categorize the applicant either as matching or not matching the dimensions of the category "good worker" as determined by deviance from the prototype "ideal worker." The attribution process ends when sufficient dimensions have been evaluated to provide a match or mismatch, and the length of the process should vary as a function of such factors as the number of dimensions, their clarity and specificity, and the accountability of the decision maker. It is suggested that job applicants perform a parallel decision-making process to match their needs and the perceived ability of the organization to meet them. (French abstract) (33 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved) |
