No description available.

No description available.

There are a number of areas of research possessing varying degrees of relevancy to the present study. The central problem in this investigation is the relationship of early to final impressions and though such studies reported by Allport (1937), and the more recent one of Gage (1952), are concerned with quickly formed impressions they have little relevance as they are concerned with relating impressions to external criteria. The investigations of Allport and Vernon (1932) and Wolff (1943) dealing with the congruence of different modes of expressive behaviour would be of interest if the task was that of analyzing the bases of early impressions. These, together with such research as Magson (1929), and Wolf and Murray (1937), which yield evidence concerning the kinds of valid judgments which may be made on the basis of observation will take on additional significance if it can be shown that early observations create impressions which carry important weight in the final outcome of the interview. Research in the applied field concerning the employment interview is naturally suggested in view of the primary interest of this investigation. This proved to be disappointing in terms of providing a foundation upon which the present study might be built. A brief account of the work 1n this field is given not because it aids in the interpretation of these experimental results but, rather, to point out the implications of the point of view presented by this study for what has already been done in the field. [...]

Dissertation (Ph.D.)--Auburn University, 2007. / Abstract. Vita. Includes bibliographic references.

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

Thesis (Ph. D)--University of California, Santa Cruz, 1987. / Typescript. Includes bibliographical references (leaves 107-116).

Thesis (Ed. D.)--Illinois State University, 1993. / Title from title page screen, viewed February 15, 2006. Dissertation Committee: Clayton F. Thomas (chair), Ronald L. Laymon, Patricia A. O'Connell, Jeffrey B. Hecht, Leslie L. O'Melia. Includes bibliographical references (leaves 122-132) and abstract. Also available in print.

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...

No description available.

This study examined the moderating impact of gender on the use of humor during employment interviews. Consistent with expectancy violation theory, I hypothesized that the use of humor by female candidates would cause more extreme evaluations than the use of humor by male candidates. In other words, when positive (affiliative) humor is used, females will be rated more positively than males, but when negative (aggressive) humor is used, females will be rated more negatively than males. I also hypothesized that the relationship between humor condition and evaluations would be partially mediated by state positive affect. I also posed a research question regarding how recall of what was said in the interview would relate to humor and evaluations. This experiment was a 2 (gender) x 3 (affiliative humor, aggressive humor, no humor) factorial design. Participants received brief interviewer training, interviewed a confederate playing another participant as the applicant, and then completed measures. Data from 221 undergraduate students were analyzed. Results demonstrate support of some hypotheses, including a main effect of humor condition on evaluations and partial mediation of state positive affect. Practical and theoretical implications of the findings are discussed.