Effects of Previewing the Application on Interview Process and Outcomes
Article Abstract:
There is disagreement among researchers about the sequence of employment interviews: reading of credentials, personal interview and assessment of applicants qualifications. This study examines the influences of reviewing applications, in advance of the face-to-face interview, which might bias the hirer. Questioners interviewed applicants with or without previewing documents to ascertain the reliability and accuracy of their information feedback. Several previous surveys have been done regarding application information assessment after interviews, but none incorporated a personal interview without a dossier file form. Results included the fact that interviewers who did not preview applications, made more reliable evaluations of potential hirelings' job suitability. Statistical tables showing variances of dependent measures in the applications preview and the no preview situations are supplied.
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1984
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Situation Specificity of Behavior and Assessment Center Validation Strategies: A Rejoinder to Neidig and Neidig
Article Abstract:
Paul Sackett and George Dreher reply to a responsory report of their orginal study by Richard and Pamela Neidig. The Neidig team refuted the Sackett and Dreher approach as too simplistic, and questioned the purpose of multiple exercises as demonstrating convergent and discriminant validity. The Sackett and Droher rejoinder agrees that performance efficiency can change with circumstances, but is uneasy over the Neidig objections that constant individual traits conceptualize the assessment process. The Neidigs' affirm that the Sackett and Dreher evidence shows high reliability ratings of assessor opinions, and that low consistency of performances across exercises mirrors real variances in efficiency across situations. However, Sackett and Dreher debate that they have proven content validity by evaluating behavior efficiency as a function of job relatedness.
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1984
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Estimating Within-Group Interrater Reliability With and Without Response Bias
Article Abstract:
In this project, one set of judges rates a solitary object with either a one-item variable, or a series measuring the same forms. It is noted that current measurement techniques are more precise and consistent than those previously used to judge interrater reliability. A list of procedures for estimating the reliability principle include such examples as manuscript promulgation and faculty evaluations. The range of estimates make it possible to control them by conformation to unnatural and impractical appraisal scales. The methods recorded here presuppose that measurement rations are limited to psychometrically reliable and valid scalings in terms of response bias. Statistical tables are shown depicting new designs and conventional methodology used for within-group interrater reliability computations.
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1984
User Contributions:
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