Thesis (M.App.Psy.)--University of Waikato, 2006. / Includes bibliographical references (leaves 44-51) Also available via the World Wide Web.

Thesis (Ph. D.)--University of Washington, 2003. / Vita. Includes bibliographical references (leaves 116-131).

The main purpose of this study was to explore the threats to internal and external validity that international research on structured employment interviews may have been prone to. On the basis of this exploration, suggestions were rendered on how the perceived threats to internal validity could have been managed. In addition, commentary was offered on whether or not the threats to external validity appear to have been actualised in the international studies that were compared. These constituted the secondary aims of the study. In order to accomplish the primary aim of the study a qualitative approach was employed. Using the literature on the threats to internal and external validity as a fundamental point of departure, studies on the two main variants of structured employment interviews (viz. behaviour description interviews and situational interviews) were analysed. This analysis yielded an insight into the potential threats that are likely to have impacted on the validity findings that were obtained in these studies. On the basis of these insights, suggestions, pertaining to how the threats to internal validity could have been managed, were proposed. In addition, a meta-analytic technique, for comparing the findings across multiple studies, was employed to comment on whether or not the threats to external validity appear to have manifested in the studies in question. These combined insights served as the foundation for offering a South African perspective on the threats to internal and external validity, which included recommendations on how they could be effectively managed in validation research in the South African context. / Thesis (M.A.)-University of Natal, Durban, 2000.

Thesis (doctoral)--Universität, Passau, 2003. / Includes bibliographical references and index.

Thesis (Ph. D.)--University of Florida, 1989. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 109-116).

No description available.

This study was the investigation of the effects of five factors related to hiring handicapped individuals. The five factors were psychological disability, physical disability, no disability, and a good or poor work record. The purpose of the study was to determine whether a relationship existed between perceived employment decisions and (a) applicant disability; (b) applicant work record; and (c) personnel managers' demographic characteristics. The population from which the sample was drawn consisted of personnel managers in personnel associations and educational administrators in the piedmont and eastern sections of North Carolina in June and July of 1983. The sample for the study consisted of 133 persons, stratified by size of company or institution. The personnel managers were randomly assigned to one of six experimental conditions in a 2 x 3 (levels of disability x levels of work record) factorial design. Each subject reviewed staged information on the job applicant prior to listening to a taped job interview of the applicant. After hearing the interview, managers rated the quality of the interview, using the Job Interview Rating Scale and stated the probability that they would hire the applicant on the Probability Of Hire Score. Factors affecting personnel managers' decisions to hire the handicapped were identified through a personnel managers' questionnaire. Higher ratings of the job interview and higher probability of hiring occurred when a positive work record was present. Applicants were less likely to be hired if they had a psychological disability. Ratings of job interviews were not affected by disability levels. There were no interactions between work records and disability status. "Ability to perform job" and "productivity" were ranked by the managers as the most influential among the 26 factors considered by personnel managers when making decisions to hire the handicapped. None of the demographic variables of personnel managers of age, sex, education and experience were significant in their relationship to hiring. Sex of the interviewer appeared to be the best predictor of interview rating. / Ed. D. / Vita. / Abstract. / Bibliography: leaves 94-106. / This dissertation may contain sensitive information and is therefore not available online.

The impact of attire on assessments of job applicants was investigated by creating three dress conditions for two male and two female rates. A formal, intermediate, and casual condition were portrayed for each of the four stimuli. Stimuli were rated on six dimensions relevant to performance as a retail department store manager in a between-subjects design. Results indicate that the role of attire in estimates of performance depends on the sex of the rater and the sex of the ratee. Dissimilar ratings were obtained from males and females who assessed individuals in a particular dress condition. These results indicated that the hypothesized main effects for dress and rater sex were overly simplistic. The implication of this finding for future research is discussed. Findings also suggested the importance of including a reasonable range and portrayal of attire in studies of this type. The inclusion of an intermediate apparel condition showed that raters prefer this attire over formal wear under certain rating conditions. The importance of this finding for future attire research designs is discussed. / M.S.

I used a Community Psychology approach, involving Participatory Action Research with Qualitative methods, to both explore the employment interview experiences of disabled people and to effect positive change for disabled participants discriminated against in the labour market. In the opening chapters I set the action research enterprise within the socio-economic and political climate of the time. I follow this by describing the ethical, ideological, epistemological and methodological concerns that have driven my particular process of inquiry. 1 pay particular attention to the research process and reflect upon personal, social, organisational and political implications of the project. I review literature on disability, disability legislation and employment interviews and place my own work in the context of this. As well as reporting my findings on the difficulties disabled people face when seeking to enter the labour market, I describe the multiple research interventions I engaged with. These ranged from giving research participants welfare benefit advice through to consulting on the Government's Disability Discrimination Act. The main focus for the project became one of developing and marketing a Code of Practice on the recruitment and retention of disabled employees. I worked collaboratively with disabled research participants in developing and marketing this Code with four major employer organisations in order to affect change in employer staffing policies.

Thesis (M.A.)--University of Alabama at Birmingham, 2009. / Title from PDF t.p. (viewed June 30, 2010). Additional advisors: Loretta A. Cormier, James C. McCroskey, Larry Powell. Includes bibliographical references (p. 25-29).