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

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M.A. (Psychology) / The interview appears to be a very popular but nevertheless unreliable and invalid selection instrument. A need therefore exists to improve the selection interview and to place it on a more scientific basis. The purpose of this study can be summarized as the development of: an interview decision-making model an interview reference framework a selection interview interpretation guide Before these topics were discussed, the nature, definition, value, problematics and improvement of the selection interview were examined. Attention was given to the nature, purpose, function, formulation and classifica~ion of interview questions as well as to the interview as a measuring instrument and requirements such as objectivity, appropriateness, adaptability, standardization, reliability and validity. Various decision-making models were examined and discussed, and the decision-making attributes of the decision-maker (the interviewer) were studied. The requirements of the decision making process were discussed and a decision-making model was subsequently developed...