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Situational Interview (situational + interview)

Distribution by Scientific Domains
Business, Economics, Finance and Accounting54%
Psychology45%

Selected Abstracts

The Criterion-Related Validities and Perceived Fairness of the Situational Interview and the Situational Judgment Test in an Iranian Organisation

APPLIED PSYCHOLOGY, Issue 1 2010
Sara Banki
The criterion-related validity coefficients of a situational interview (SI) and a situational judgment test (SJT) were investigated in a sales department of a government-owned automobile company in Iran. Both the SI and SJT had concurrent validity with job performance (n= 101, r= .28, r= .23, p < .05, respectively). Only the SI, however, had incremental validity over and above the SJT in predicting job performance. Furthermore, the SI fully mediated the relationship between SJT and job performance. The two methods did not differ significantly on employee motivation to perform well, perceived fairness, or test anxiety. Nevertheless, employees recommended the use of the SI over the SJT. Les coefficients de validité critérielle d'un entretien situationnel (SI) et d'un test de jugement situationnel (SJT) ont été calculés dans le service commercial d'une entreprise publique iranienne du secteur automobile. SI et SJT présentent tous les deux une validité concurrente avec la performance professionnelle (pour N = 101, r = .28 et .23 respectivement; sign. à .05). Toutefois, seul le SI bénéficie d'une validité incrémentielle par rapport au SJT dans la prédiction de la performance professionnelle. En outre, le SI contrôle totalement la relation entre le SJT et le critère. Les deux méthodes ne diffèrent pas significativement dans l'évaluation de la motivation au travail, de l'équité perçue ou de l'anxiété. Néanmoins les salariés préféraient le SI au SJT. [source]

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2006
Helga Peeters
This study investigated how structured interview formats, instructions to convey favorable impressions, and applicants' individual differences influenced the use and effectiveness of verbal and nonverbal impression management (IM). Results from 190 people who were screened for a training program demonstrated that interview format affected the kind of tactics used, which in turn positively influenced interviewer evaluations. Behavior description interviews triggered self-focused (and defensive) tactics, whereas situational interviews triggered other-focused tactics. Instructions to convey a desirable impression also enhanced the use of specific tactics (self-focused and other-focused verbal IM tactics) and moderated the effects of individual differences on IM use. IM instructions did not affect nonverbal IM tactics, indicating that nonverbal behavior might be less intentionally controllable in selection situations. [source]

The Role of Situational Interviews in Fostering Positive Reactions to Selection Decisions

APPLIED PSYCHOLOGY, Issue 3 2010
Gerard H. Seijts
We investigated the effect of interview format and employment equity program strength on perceptions of fairness. We used job seekers and vignettes to test the hypotheses. The participants reported lukewarm support for employment equity programs. The use of a situational interview in the selection process of an organisation that had adopted an employment equity program contributed to higher perceptions of fairness vis-à-vis the use of an unstructured interview. The results also showed that the inclusion of a situational interview in the selection process mitigated negative reactions to the selection decision when a strong employment equity program was in place as well as when a female visible minority was hired. Nous avons évalué l'impact sur la perception de justice du style d'entretien et de la rigueur d'une charte d'équité relative à l'emploi. On a fait appel à des demandeurs d'emploi et utilisé un test de jugement situationnel pour éprouver les hypothèses. Les répondants se sont montrés peu enthousiastes en ce qui concerne les chartes d'équité relatives à l'emploi. Le choix d'un entretien structuré dans le processus de sélection d'une organisation qui avait adopté une charte d'équité relative à l'emploi a amélioré la perception de justice portant sur un entretien ordinaire. Il apparaît aussi que la présence d'un entretien structuré dans le processus de sélection atténuait les réactions négatives consécutives au résultat de la sélection quand existait une sérieuse charte d'équité relative à l'emploi et quand était embauchée une minorité féminine non négligeable. [source]

Personality Saturation in Structured Interviews

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2005
Philip L. Roth
Applied psychologists have long been interested in the relationship between applicant personality and employment interview ratings. Analysis of data from two studies, one using a situational interview and one using a behavioral interview, suggests that the correlations of structured interview ratings with self-report measures of personality factors are generally rather low. Further, a small meta-analysis integrates these two studies and the limited previous literature to arrive at a similar conclusion , there is relatively little relationship between structured interviews and self-reported personality factors. [source]

The Situational Interview as a Predictor of Academic and Team Performance: A Study of the Mediating Effects of Cognitive Ability and Emotional Intelligence

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2004
Sue-Chan Christina
The criterion-related and construct validity of the situational interview (SI) was examined. Both the SI and cognitive ability had predictive validity for the academic performance of managers and professionals (n=75) in an executive MBA course. Only the SI predicted teamplaying behavior assessed by peers (r=.32, p<.05). The correlation between the SI and cognitive ability was not significant. Emotional intelligence completely mediated the relationship between the SI and teamplaying behavior. [source]

Racial differences in promotion candidate performance and reactions to selection procedures: a field study in a diverse top-management context

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 3 2008
John Bret Becton
The present study examined African-American and White promotion candidates' reactions to and performance on selection procedures that were completed within a police department where African Americans occupied the majority of top-management positions. Reactions (perceived job relatedness and test-taking motivation) of 187 candidates competing for promotion to the rank of sergeant were assessed after completing a written job knowledge test and a situational interview. Analyses showed that both the African-American and White candidates judged the situational interview to be more job-related than the pencil-and-paper job knowledge test. In addition, African Americans perceived both selection measures to be more job-related and reported higher levels of test-taking motivation than White candidates even though African Americans performed more poorly than White candidates on the paper-and-pencil test. These results challenge the contention that lower test-taking motivation for African-American candidates is related to racial differences in performance on pencil- and-paper tests. Implications and directions for future research on reactions to selection procedures for promotion in racially diverse employment settings are discussed. Copyright © 2007 John Wiley & Sons, Ltd. [source]

The Role of Situational Interviews in Fostering Positive Reactions to Selection Decisions

APPLIED PSYCHOLOGY, Issue 3 2010
Gerard H. Seijts
We investigated the effect of interview format and employment equity program strength on perceptions of fairness. We used job seekers and vignettes to test the hypotheses. The participants reported lukewarm support for employment equity programs. The use of a situational interview in the selection process of an organisation that had adopted an employment equity program contributed to higher perceptions of fairness vis-à-vis the use of an unstructured interview. The results also showed that the inclusion of a situational interview in the selection process mitigated negative reactions to the selection decision when a strong employment equity program was in place as well as when a female visible minority was hired. Nous avons évalué l'impact sur la perception de justice du style d'entretien et de la rigueur d'une charte d'équité relative à l'emploi. On a fait appel à des demandeurs d'emploi et utilisé un test de jugement situationnel pour éprouver les hypothèses. Les répondants se sont montrés peu enthousiastes en ce qui concerne les chartes d'équité relatives à l'emploi. Le choix d'un entretien structuré dans le processus de sélection d'une organisation qui avait adopté une charte d'équité relative à l'emploi a amélioré la perception de justice portant sur un entretien ordinaire. Il apparaît aussi que la présence d'un entretien structuré dans le processus de sélection atténuait les réactions négatives consécutives au résultat de la sélection quand existait une sérieuse charte d'équité relative à l'emploi et quand était embauchée une minorité féminine non négligeable. [source]

The Criterion-Related Validities and Perceived Fairness of the Situational Interview and the Situational Judgment Test in an Iranian Organisation

APPLIED PSYCHOLOGY, Issue 1 2010
Sara Banki
The criterion-related validity coefficients of a situational interview (SI) and a situational judgment test (SJT) were investigated in a sales department of a government-owned automobile company in Iran. Both the SI and SJT had concurrent validity with job performance (n= 101, r= .28, r= .23, p < .05, respectively). Only the SI, however, had incremental validity over and above the SJT in predicting job performance. Furthermore, the SI fully mediated the relationship between SJT and job performance. The two methods did not differ significantly on employee motivation to perform well, perceived fairness, or test anxiety. Nevertheless, employees recommended the use of the SI over the SJT. Les coefficients de validité critérielle d'un entretien situationnel (SI) et d'un test de jugement situationnel (SJT) ont été calculés dans le service commercial d'une entreprise publique iranienne du secteur automobile. SI et SJT présentent tous les deux une validité concurrente avec la performance professionnelle (pour N = 101, r = .28 et .23 respectivement; sign. à .05). Toutefois, seul le SI bénéficie d'une validité incrémentielle par rapport au SJT dans la prédiction de la performance professionnelle. En outre, le SI contrôle totalement la relation entre le SJT et le critère. Les deux méthodes ne diffèrent pas significativement dans l'évaluation de la motivation au travail, de l'équité perçue ou de l'anxiété. Néanmoins les salariés préféraient le SI au SJT. [source]

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2006
Helga Peeters
This study investigated how structured interview formats, instructions to convey favorable impressions, and applicants' individual differences influenced the use and effectiveness of verbal and nonverbal impression management (IM). Results from 190 people who were screened for a training program demonstrated that interview format affected the kind of tactics used, which in turn positively influenced interviewer evaluations. Behavior description interviews triggered self-focused (and defensive) tactics, whereas situational interviews triggered other-focused tactics. Instructions to convey a desirable impression also enhanced the use of specific tactics (self-focused and other-focused verbal IM tactics) and moderated the effects of individual differences on IM use. IM instructions did not affect nonverbal IM tactics, indicating that nonverbal behavior might be less intentionally controllable in selection situations. [source]

How Do You Assess a Manager's Decision-Making Abilities?

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 2 2000
The Use of Situational Inventories
Decision-making capabilities are absolutely crucial to a manager. Unfortunately, existing methods of assessing managers in this area for selection and development purposes (in-tray exercises, situational interviews, ability tests, etc.) leave a lot to be desired. This article focuses on an alternative for assessing managerial decision making , the situational inventory , and presents research findings and information on practical applications. Detailed findings are also presented for ,Scenarios', the UK's first published situational measure of managerial judgement. Situational inventories work by presenting participants with realistic but difficult real-life management scenarios. Each scenario is accompanied by a number of possible responses which participants rate for effectiveness in dealing with the scenario. Participants' ratings are then scored against a set of ideal answers, producing an assessment of current decision-making ability. Decision-making ability can be developed in individuals, making feedback invaluable to participants. Evidence that has been accumulating in the United States and the UK for at least 15 years is presented to support the general situational inventory approach. Additionally, specific evidence is presented for ,Scenarios'. It was found to correlate significantly with a number of managerial performance and responsibility indicators while appearing to be largely separate from existing psychometric (ability and personality) tests. [source]

COMPARISON OF SITUATIONAL AND BEHAVIOR DESCRIPTION INTERVIEW QUESTIONS FOR HIGHER-LEVEL POSITIONS

PERSONNEL PSYCHOLOGY, Issue 3 2001
ALLEN I. HUFFCUTT
Based on a study of federal investigative agents, Pulakos and Schmitt (1995) hypothesized that situational interviews are less effective for higher-level positions than behavior description interviews. To evaluate their hypothesis we analyzed data from 2 new structured interview studies. Both of these studies involved higher-level positions, a military officer and a district manager respectively, and had matching SI and BDI questions written to assess the same job characteristics. Results confirmed that situational interviews are much less predictive of performance in these types of positions. Moreover, results indicated very little correspondence between situational and behavior description questions written to assess the same job characteristic, and a link between BDI ratings and the personality trait Extroversion. Possible reasons for the lower situational interview effectiveness are discussed. [source]