A BEHAVIORAL CONSISTENCY APPROACH TO DECISION MAKING IN EMPLOYMENT SELECTION
作者:
DAVID A. GROVE,
期刊:
Personnel Psychology
(WILEY Available online 1981)
卷期:
Volume 34,
issue 1
页码: 55-64
ISSN:0031-5826
年代: 1981
DOI:10.1111/j.1744-6570.1981.tb02177.x
出版商: Blackwell Publishing Ltd
数据来源: WILEY
摘要:
Evaluations of applicants made using an assessment process which incorporates many practices and procedures advocated in the literature but often disregarded in employment were examined. Two employment interviewers and 29 line managers independently evaluated 181 applicants for manufacturing production work in terms of 5 factors of effective performance. Average interrater reliabilities ranged from .60 to .69. Results indicated reliabilities were comparable for applicants grouped by race and sex, and that interviewers were calibrated with one another in terms of level of evaluations. The assessment model described in the present study is discussed in terms of its suitability as a vehicle for further research in employment interviewing and its practical usefulness.
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