The social and situational context of employment interview decisions
Howard, Jack Lee
This item is only available for download by members of the University of Illinois community. Students, faculty, and staff at the U of I may log in with your NetID and password to view the item. If you are trying to access an Illinois-restricted dissertation or thesis, you can request a copy through your library's Inter-Library Loan office or purchase a copy directly from ProQuest.
Permalink
https://hdl.handle.net/2142/19804
Description
Title
The social and situational context of employment interview decisions
Author(s)
Howard, Jack Lee
Issue Date
1992
Doctoral Committee Chair(s)
Ferris, Gerald R.
Department of Study
Labor and Employment Relations
Discipline
Labor and Employment Relations
Degree Granting Institution
University of Illinois at Urbana-Champaign
Degree Name
Ph.D.
Degree Level
Dissertation
Keyword(s)
Business Administration, Management
Psychology, Industrial
Language
eng
Abstract
The employment interview has long been the subject of research in the organizational sciences literature. However, the variables investigated and the methodology utilized in many cases has limited the generalizations that researcher can draw from the results. This dissertation is an attempt to address some of the limitations of past research on the employment interview, by suggesting that the social context has been largely neglected, and proposing and testing a model of social and situational influences on employment interview decisions designed to expand our knowledge base.
Several literatures are investigated and integrated in an attempt to accurately depict the employment interview. Employment interview research, along with political influence and social cognition literatures are reviewed in an attempt to model the decision-making process that interviewers utilize to arrive at decisions regarding applicants. A model of the decision-making process is developed, with an initial test of the model conducted. Applicant behaviors, along with work/job influences and interviewer influences are hypothesized to influence interviewer perceptions of interviewer-applicant similarity, applicant perceived competence, interviewer affect toward the applicant, applicant job suitability, and job offer recommendations. A causal model was tested employing the use of videotaped interviews, which were evaluated by actual interviewers from various industries. Results indicated support for an adjusted model as well as many of the specific hypothesized relationships. A number of important implications emerge from the results and relate to how applicant behaviors influence interviewer perceptions, which in turn influence employment interview outcomes.
Use this login method if you
don't
have an
@illinois.edu
email address.
(Oops, I do have one)
IDEALS migrated to a new platform on June 23, 2022. If you created
your account prior to this date, you will have to reset your password
using the forgot-password link below.
