A Comparison of Conventional and Technology-Mediated Selection Interviews With Regard to Interviewees' Performance, Perceptions, Strain, and Anxiety.

Organizations increasingly use technology-mediated interviews. However, only limited research is available concerning the comparability of different interview media and most of the available studies stem from a time when technology-mediated interviews were less common than in the present time. In an experiment using simulated selection interviews, we compared traditional face-to-face (FTF) interviews with telephone and videoconference interviews to determine whether ratings of interviewees' performance, their perceptions of the interview, or their strain and anxiety are affected by the type of interview.

An Investigation of Situational and Dispositional Antecedents of Faking Intentions in Selection Interviews.

Applicants use faking in selection interviews to create a favorable impression and to increase their chances for a job offer. Theoretical models assume that such a behavior is influenced by situational and dispositional variables. However, previous research has mainly focused on dispositional variables whereas research about situational variables is sparse.

It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions?

Due to technological progress, videoconference interviews have become more and more common in personnel selection. Nevertheless, even in recent studies, interviewees received lower performance ratings in videoconference interviews than in face-to-face (FTF) interviews and interviewees held more negative perceptions of these interviews. However, the reasons for these differences are unclear.

How Different Indicator-Dimension Ratios in Assessment Center Ratings Affect Evidence for Dimension Factors.

Previous research on the construct validity of assessment center (AC) ratings has usually struggled to find support for dimension factors as an underlying source of variance of these ratings. Confirmatory factor analysis (CFA) remains the most widely used method to specify and validate the internal structure of AC ratings. However, the research support for dimension effects in AC ratings remains mixed.

Interoceptive accuracy is related to long-term stress via self-regulation.

Interoception describes the ability to perceive internal bodily signals. Previous research found a relationship between interoceptive accuracy (IAcc) and cardiovascular outcomes during or after acute stress. So far, the association between IAcc and long-term stress has not been investigated, although this would be important to identify a starting point to prevent long-term stress.

Selling and Smooth-Talking: Effects of Interviewer Impression Management from a Signaling Perspective.

Prior research suggests that interviewers play an important role in representing their organization and in making the interview a pleasant experience for applicants. This study examined whether impression management used by interviewers (organization-enhancement and applicant-enhancement) is perceived by applicants, and how it influences applicants' attitudes, intentions, and emotions. Adopting a signaling perspective, this article argues that applicants' positive attitudes and intentions toward the organization increase if interviewers not only enhance the organization, but if the signals they sent (i.

Individual Difference Variables and the Occurrence and Effectiveness of Faking Behavior in Interviews.

There is widespread fear that applicants can fake during selection interviews and that this impairs the quality of selection decisions. Several theories assume that faking occurrence is influenced by personality and attitudes, which together influence applicants' motivation to show faking behavior. However, for faking behavior to be effective, interviewees also need certain skills and abilities.

Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?

Purpose: The present study examined two theoretical explanations for why situational interviews predict work-related performance, namely (a) that they are measures of interviewees' behavioral intentions or (b) that they are measures of interviewees' ability to correctly decipher situational demands.

Design/methodology/approach: We tested these explanations with 101 students, who participated in a 2-day selection simulation.

Findings: In line with the first explanation, there was considerable similarity between what participants said they would do and their actual behavior in corresponding work-related situations.

How and why do interviewers try to make impressions on applicants? A qualitative study.

To remain viable in today's highly competitive business environments, it is crucial for organizations to attract and retain top candidates. Hence, interviewers have the goal not only of identifying promising applicants but also of representing their organization. Although it has been proposed that interviewers' deliberate signaling behaviors are a key factor for attracting applicants and thus for ensuring organizations' success, no conceptual model about impression management (IM) exists from the viewpoint of the interviewer as separate from the applicant.

Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures.

This study contributes to the literature on why selection procedures that are based on the behavioral consistency logic (e.g., structured interviews and assessment centers) are valid predictors of job performance.

Stimulus coding in human associative learning: flexible representations of parts and wholes.

An enduring theme for theories of associative learning is the problem of explaining how configural discriminations--ones in which the significance of combinations of cues is inconsistent with the significance of the individual cues themselves-are learned. One approach has been to assume that configurations are the basic representational form on which associative processes operate, another has tried in contrast to retain elementalism. We review evidence that human learning is representationally flexible in a way that challenges both configural and elemental theories.

Extinction of conditioned inhibition through nonreinforced presentation of the inhibitor.

In previous studies that have tried to extinguish conditioned inhibition through nonreinforced presentations of the inhibitor, researchers have repeatedly failed to find evidence for such extinction. The present study revealed that extinction can be achieved through nonreinforcement of the inhibitor, depending on properties of the reinforcer. In a human causal learning experiment, we found complete extinction in a scenario in which the reinforcer could take on negative values.

The comparator theory fails to account for the selective role of within-compound associations in cue-selection effects.

In a human causal learning experiment, we investigated cue selection effects to test the comparator theory (Denniston, Savastano, & Miller, 2001; Miller & Matzel, 1988). The theory predicts that the occurrence of cue selection is independent of whether the relevant learning trials are presented in a standard forward manner or in a backward manner and that within-compound associations are of equal importance in both cases. We found that the strength of the cue-selection effect was positively correlated with knowledge of within-compound associations in the backward condition but not in the forward condition.

The experimental task influences cue competition in human causal learning.

Participants were shown A+ and C- trials followed by AB+ and CD+ trials. These trials were embedded in a causal learning task in which participants had to learn either the relationship between different foods and allergic reactions or the relationship between different stocks and an increase in the stock market index. The authors orthogonally varied the manner in which the different cues were presented to participants during training.

Within-compound associations in retrospective revaluation and in direct learning: a challenge for comparator theory.

In three human causal learning experiments we investigated the role of within-compound associations in learning about absent cues versus learning about present cues. Different theoretical approaches agree that within-compound associations are essential for learning about absent cues-that is, for retrospective revaluation. They differ, however, with regard to the role of within-compound associations for learning about present cues-that is, for direct learning.