Thesis (M.A.)--Ohio State University. / Bibliography: leaves 93-94.

A packaged training program consisting of audiotape modeling, performance feedback, and behavioral rehearsal components was implemented in an analog setting to train five school psychology graduate students in functional analysis interview skills and measure the generalization of the skills across subjects, settings, and time. The set of target skills to be operationalized and trained was selected from the functional analysis of behavior interview outline developed by Kanfer and Saslow. Data were collected within a multiple baseline across subjects design for an analysis of the training effect, skill generalization, and social validation of the training treatment effect. Findings indicated that the training treatment program effected significant increases in interviewer performance over baseline levels for all subjects. These results were generalized across subjects, settings, and maintained over time. Social validation ratings indicated that the subjects exhibited more competent interview skills subsequent to training and under generalization conditions. Implications were made for future research relating to the psychometric validation of the interview assessment procedure.

Thesis--Wisconsin. / Includes bibliographical references (leaves 47-49).

Thesis (Ph. D.)--Ohio State University, 1979. / Includes vita. Includes bibliographical references (leaves 91-95). Available online via OhioLINK's ETD Center.

Thesis (Ph. D.)--Columbia University, 1938. / Vita. Thesis note, incorrectly given on verso of t.p., corrected by mounted slip. Bibliography: p. [141]-150.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1975. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 112-117).

At the end of 1948 the National Institute for Personnel Research (N.I.P.R.) organised a series of testing procedures for the selection of administrative trainees for a large industrial organisation. The fruitful results obtained by the British War Office and the Civil Service selection Boards in the application of approved techniques for similar purposes supplied the basis on which the battery of tests was constructed. While having regard for this established approach as well as the controlling influence imposed by the stipulations of the contract, the N.I.P.R. was able to devise a battery which provided scope for its specific interest in research. Intro., p. 1.

This study was intended to examine three aspects of interviewing. The first was an exploration for any systematic differences between ratings given by interviewers in actual face-to-face interviews and ratings given by group (N=3) and individual observers of video-taped interviews. The second aspect was a comparison between group (N=3) and individual ratings in terms of mean variable ratings, reliability and halo error. The third section sought attitudes of interviewees and rating viewers of the utility of videotape in employment interviews. The interviewees for the first and third aspects of this study were thirty-four fourth-year Commerce students from the University of British Columbia. The video-tape viewers and interviewers were thirty members of the Bank of Montreal's managerial staff. For the second section the interviewees were three fourth-year Commerce students from the University of British Columbia and the video-tape viewers were one hundred and eighty-five Commerce undergraduate students also from the University of British Columbia. The viewers and interviewers were requested to evaluate interviewees along thirteen dimensions and to decide whether or not to call back the interviewees for further interviews. Minimal differences were found between interviewer and group observer ratings while individual observer ratings were found to be uniformly and significantly higher than both interviewer and group observer ratings. Reliability estimates were generally moderate to low with no significant differences existing between group and individual ratings. Halo error was possibly a contributing factor for group and individual ratings. The attitudes of interviewees toward the use of video-tape in interviewing were quite favorable. The viewers, on the other hand, displayed only a moderate enthusiasm. In the discussion, attention was given to methods for revising the Bank of Montreal's interview ratings form and interviewing procedure. / Business, Sauder School of / Graduate

As a first focus of this study, a theoretical framework was formulated in which orientations were conceptualized as ideal points on a time dimension to be utilized in predicting second generational behavior. As a second focus, a measurement of orientations was developed to provide not only means for testing the theoretical-ideas but also for developing new techniques for secondary analysis of questionnaire data. The measurement instrument, however, resulted in large experimental error. Questionnaire data were collected from a Vancouver urban school population and a sample of parents from that population. Alternatives generated by open-ended questions and coded according to a set of rules representing the time dimension were utilized in measuring parental orientations. Statistical tests on the coding of responses as well as on factors of language, sex and education showed coding and language were critical to responses generating indicators of present orientations but that sex and education were not. Testing by linear regression the behavior of the second generation against indicators of orientations of the first generation, as measured by this study, proved there is no predictive relationship between the two. An evaluation of the study was used to indicate possible directions for further investigation along both theoretical and measurement lines. / Arts, Faculty of / Sociology, Department of / Graduate

Yau Ka-Yi. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (leaves 53-59). / Abstracts in English and Chinese. / Acknowledgements --- p.ii / Abstract --- p.iii / Chapter Chapter One: --- Introduction --- p.1 / Construct Validity of Employment Interviews --- p.5 / Intended Constructs in the Employment Interviews --- p.5 / Constructs That Employment Interviews Actually Measure --- p.8 / The Present Study --- p.13 / Aims of Present Study --- p.15 / Chapter Chapter Two: --- Method --- p.17 / Source of Data --- p.17 / Interviews --- p.19 / Other Assessment Methods Included in the Analysis --- p.21 / Procedure Used to Select Dimensions for Analysis --- p.25 / Chapter Chapter Three: --- Result --- p.29 / Construct Validity --- p.29 / Possible Constructs Assessed in Semi-structured Behavioral Description Interviews --- p.36 / Degree of Overlap between Interview Ratings and Other Assessment Methods --- p.38 / Chapter Chapter Four: --- Discussion --- p.40 / Construct Validity --- p.40 / Possible Constructs Assessed in Semi-structured Behavioral Description Interviews --- p.44 / Degree of Overlap between Interview Ratings and Other Assessment Methods --- p.46 / Practical Implications --- p.47 / Limitation --- p.49 / Further Study --- p.50 / References --- p.53 / Appendix I: Confirmatory Factor Analysis --- p.60