Relationships Between Interview Selection Decisions and Perceptions of Applicant Similarity to an Ideal Employee and Self
A Field Study
Bibliographic Data
| ID | 9888247 |
|---|---|
| Authors | Anthony Dalessio (University of Missouri–St. Louis, corresponding author), Andrew S Imada (0000-0002-6115-7138, University of Southern California) |
| Year | 1984 |
| Volume | 37 |
| Issue | 1 |
| Pages | 67-80 |
| Publication date | 1984-01-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Human Relations (JOURNAL) |
| Journal identifiers | ISSN: 0018-7267 • E-ISSN: 1741-282X |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/001872678403700104 |
| OpenAlex | W2148290282 |
| Language | EN |
| Citations received | 6 |
| References cited | 31 |
Previous research has shown that interviewers' final decisions were related to: [a] the degree of similarity between the interviewers' perception of the ideal employee and the applicant, and [b] the degree of similarity between the interviewers' self-perception and the applicant. The purpose of the present field study was to determine which variable (similarity to the ideal or similarity to the self) was more highly related to the interviewers' final decision. Thirty-seven applicants were interviewed by five interviewers in structured board interviews. The results indicated that final decisions were related more to the ideal-applicant match than to the self-applicant match. The implications of these results for interviewer training and future research were discussed
Field (mathematics · Ideal (ethics · Interview · Perception · Political science · Similarity (geometry · Applied Psychology · Artificial Intelligence · Computer Science · Conflict Management and Negotiation · Employer Branding and e-HRM · Mathematics · Psychology · Social and Intergroup Psychology · Social Psychology
Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences
Statistical inference.
Attitudes and Attraction
The "Good Manager"
The attraction paradigm
Demonstration of the Effect, “Similar to Me,” in Simulated Employment Interviews
Influence of Information about Ability and Non-Ability on Personnel Selection Decisions
The informativeness of trait descriptions
Effects of controllable versus uncontrollable factors on responsibility attributions
Unfair discrimination in the employment interview
Assessing similarity between profiles
Multiple regression in psychological research and practice
| Citations per year | 0.16 |
|---|---|
| Citation span | 1988 - 2012 (25) |
| Highly cited | No |