1 Abstract The present work deals with interviews with the child witnesses and its results in the form of testimony. Mapping the developmental specifics of children relevant in the course of interrogation. We also offer an overview of specific procedures which take account of claims arising from working with this group of witnesses. The main emphasis is put on the method of cognitive interview created by Geiselman and Fisher (1992) and its possible use in children. The practical part is flush pays overview suitability of specific methods - cognitive interview for the purpose of the interview with preschoolers. The second level maps the development specific manifestations of children during the interview follows. By analyzing 20 interviews to identify specifics manifest both in the cognitive area, as well as in social skills and capture their concrete form. The subsequent step were testimonies by children assessed in terms of the methods used. On a given sample but it turned out qualitative and quantitative differences in content of the statement in the respective phases. Using as ideal for obtaining accurate and detailed testimony shows Open-ended narration of phase combination and Phase probing memory codes. Keywords: child witness, interrogation techniques, interrogation of children, cognitive interview

When recruiting new staff, the job interview is the most central and most common selection method, which has traditionally taken place face-to-face with the employer. Video interviews are something that has become more common in recruitment processes as a result of technological development and digitalization but also based on the organization's financial and time rationalization. Previous research in the field indicates that video interviews modify parts of the interaction, and points out that there is a need for further research. The purpose of the study is to investigate how job interviews in video format are experienced by recruiters in terms of social interaction, and what implications there are in assessing the candidate. The results of the study are based on six qualitative interviews with recruiters, where collected data have been analyzed from a social psychological perspective. The results indicate that there is a perceived difference in certain parts of the interaction. Particularly the non-verbal communication and small talk are limited, but the flow and timing are also more difficult in video interviews. The study also shows that the biggest advantage is considered to be that the format is time-saving and provides increased flexibility and the biggest disadvantage is difficulties in connecting with the candidate, which impairs the overall experience. Finally, it emerged that the recruiters consider themselves to have good opportunities to assess candidates in video interviews, but that the data collected indicates an experience of both positive and negative aspects. / Vid rekrytering av ny personal är anställningsintervjun den mest centrala och vanligaste urvalsmetoden, vilken traditionellt ägt rum ansikte-mot-ansikte hos arbetsgivaren. Videointervjuer är något som har kommit att bli mer vanligt i rekryteringsprocesser till följd av den teknologiska utvecklingen och digitaliseringen, men också utifrån organisationens ekonomiska och tidsmässiga rationalisering. Tidigare forskning på området pekar på att videointervjuer modifierar delar av interaktionen, och poängterar att behovet av vidare forskning är stort. Syftet med studien är att undersöka hur anställningsintervjuer i videoformat upplevs av rekryterare i termer av det sociala samspelet, samt vilka implikationer som finns vid bedömning av kandidaten. Studiens resultat baseras på sex kvalitativa intervjuer med rekryterare, där insamlade data analyserats utifrån ett socialpsykologiskt perspektiv. Resultatet tyder på att det finns en upplevd skillnad i vissa delar av interaktionen. Framförallt begränsas icke-verbal kommunikation och småprat, men även flytet och timingen försvåras i videointervjuer. Studien visar även att de största fördelarna anses vara att formatet är tidsbesparande och ger utrymme till ökad flexibilitet och den största nackdelen är svårigheter att känna in kandidaten, vilket försämrar helhetsupplevelsen. Till sist framkom att rekryterare anser sig själva ha goda möjligheter att bedöma kandidater vid videointervjuer, men att insamlade data indikerar på en upplevelse av både positiva och negativa aspekter.

The English original form of a standardized social interview was presented by Clare and Cairns (1978). The German version is described with regard to concept, structure, and methodology. The interview is designed to assess social maladjustment by measuring three conceptual categories (“Objective Material Conditions,” “Social Management,” and “Satisfaction”) in eight role areas. The instrument is especially suited for outcome assessment in various clinical and non-clinical populations and takes an average of about 30–45 min to complete. The 39 items are rated on 4-point scales either by the interviewer with the help of an extensive rating manual, or by the subject himself (all “Satisfaction” items). The results of a reliability study are presented using both the test-retest and the interrater method. In general, the results show that the instrument is satisfactorily reliable, but some possible weaknesses are discussed. Finally, the structure of the instrument is examined by an analysis of interrelationships between the items in a normal population sample. The results are discussed with regard to questions of score construction.

The doctoral dissertation is focused on the evaluation of the effect of bariatric surgery and on identifying the parameters that are related to the patients' satisfaction with the surgery. Telephone survey was used to collect data. 122 bariatric candidates were inquired, 86 of them were operated. The average time after the surgery was 20,2 months. The average weight loss was 26.6 kgs. There was a significant improvement in the monitored domains - physical appearance, general health, self-esteem, marital satisfaction, occupational functioning and social functioning. The negative effects of the surgery (post-surgery vomiting, difficulties in dietary adherence, other complications) were also experienced by significant number of patients. In total, 87% respondents were satisfied with the surgery and 13% were dissatisfied. The chi-square test was used to identify factors influencing subjective satisfaction with the surgery and the results were recorded at 95% and 99% significance levels. The satisfaction is associated with the improvement of general health and self-esteem (p<0.01), physical appearance, marital satisfaction, occupational functioning and social functioning (p<0.05). Less satisfied were patients who had troubles with postoperative dietary adherence and those with an insufficient weight...

The dissertation thesis: THE ISSUES OF THE RECRUITMENT PROCESS IN THE COMPETENCY BASED MANAGEMENT SYSTEM Mgr. Tereza Raisová ABSTRACT The dissertation thesis focuses on the topic of competences, the Competency Based Management and especially the method of the Competency Based Interview. The thesis aim is the underestanding of the competences in the pedagogical, andragogical and human resource management meanings. The thesis focuses primarily on the professional competences of the high performance, their identification, development, and the possibility of their usage in the recruitment, training and evaluation system, respective in the Human Resources Management system. The main thesis objective is the contribution to the development of science by the survay realisation in the area of the Competency Based Interview efficiency and the encouragement of a further investigation of this method. The thesis is divided into the theoretical and practical part and it is structured into five chapters. The first chapter contains the theoretical bases of the competence issue, it suggests the emergence of the concept of competences as key characteristics for success at a certain position, it deals with the competence within the meaning of the pedagogical and andragogical category, it distinguishes key competences and...

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Indiana University-Purdue University Indianapolis (IUPUI) / Supervisors are the primary drivers of performance management; however, little is known about factors that influence their implementation of these systems. The purpose of this study was to investigate how a supervisor individual difference—implicit person theory (IPT)—differentially predicts supervisor behaviors during, as well as both supervisor and employee reactions to appraisal interviews. In Study 1, MBA students reported their supervisors’ behaviors during their most recent performance appraisal interview (Time 1) as well as their subsequent reactions (i.e., perceived satisfaction, utility, success, supervisor support; Time 2). Their supervisors completed a measure assessing their own IPT (Time 3). Findings suggest that supervisors’ task-oriented behaviors predicted perceived satisfaction, utility, and success of the appraisal interviews, while supervisor’ relational-oriented behaviors predicted perceived supervisor support. In Study 2, supervisors recruited via MTurk completed all measures from Study 1 except perceived success. Results suggest that IPT was positively related to task-oriented behaviors and perceived utility, task-oriented behaviors mediated the relationship between IPT and all three reaction measures (i.e., perceived satisfaction, utility, and supervisor support), and relational-oriented behaviors significantly predicted supervisors’ perceived support. Overall, findings suggest that supervisors who believe people can change (hold a more incremental IPT) display more task-oriented behaviors during and see more utility in appraisal interviews. Additionally, task-oriented behaviors emerged as the key mechanism linking supervisors’ IPT and reactions to appraisal interviews. These findings demonstrate that supervisor individual differences, such as IPT, can influence performance appraisal and management outcomes.

Over the past decade, the use of asynchronous video interviews (AVIs) has increased exponentially, largely spurred by ongoing technological progress and shifts to remote work. Although prior research shows interview design can influence applicant reactions, the effect of video interview design factors on interviewee reactions remains unclear. The present study determines the influence of AVI stimulus format (text-based vs. audio-visual questions) on applicant perceptions of social presence, fairness and organisational attractiveness. To this end, a between-subjects posttest-only experimental design was used in two separate samples (South African sample, N = 58; USA sample, N = 169, Combined samples, N = 227). Participants were randomly assigned to either the control or experimental group. Participants completed a mock interview on a commercially available AVI platform and then answered a questionnaire measuring perceptions of social presence, fairness, and organisational attractiveness. Bootstrapped independent sample t-tests and serial mediation were used to test the hypotheses. Within Sample 1, applicant perceptions of social presence, fairness and organisational attractiveness were higher for the audio-visual and text-based AVIs, thereby supporting the proposition that audio-visual stimuli lead to higher perceptions of social presence, fairness and organisational attractiveness. Conversely, Sample 2's findings were non-significant (p > .05). While there were mixed results, the findings of this study provide preliminary evidence which suggests that within the South African context, audio-visual stimuli can be used in AVIs. Organisations in the American context should pay close attention to the effects of AVI stimulus format on applicant reactions as the findings from the American sample were not conclusive. Future research should investigate applicant reactions to different forms of AVI stimulus during a multi-stage selection process

A death in research exacerbates the lack of knowledge and information in respect of the needs and life view of the aged. Two studies were conducted in this population group with specific reference to the 'once-off interview'. Information was gathered using interview schedules focusing on therapeutic skills of social workers working within the system which cares for the aged. Results of a pilot study and an expanded study were compared in order to establish the inter-relationship between the. needs of the elderly, their elemental experiences in line with Bloom's theory (1984), and the role of the social worker. Findings revealed that the majority of "discontinuances" after the first interview were because the needs of the elderly clients had in fact been met. The need for day care services, transport and the expansion of the 'home help' facility was highlighted to enable the elderly to retain their independence in the community / Social Science / M.A. (Social Science: Mental Health)

A death in research exacerbates the lack of knowledge and information in respect of the needs and life view of the aged. Two studies were conducted in this population group with specific reference to the 'once-off interview'. Information was gathered using interview schedules focusing on therapeutic skills of social workers working within the system which cares for the aged. Results of a pilot study and an expanded study were compared in order to establish the inter-relationship between the. needs of the elderly, their elemental experiences in line with Bloom's theory (1984), and the role of the social worker. Findings revealed that the majority of "discontinuances" after the first interview were because the needs of the elderly clients had in fact been met. The need for day care services, transport and the expansion of the 'home help' facility was highlighted to enable the elderly to retain their independence in the community / Social Science / M.A. (Social Science: Mental Health)