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The influence of work versus non -wo...

Plamondon, Kevin Edward.

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The influence of work versus non -work responses on ratings of experience -based structured interviews.

Record Type:	Electronic resources : Monograph/item
Title/Author:	The influence of work versus non -work responses on ratings of experience -based structured interviews./
Author:	Plamondon, Kevin Edward.
Description:	129 p.
Notes:	Source: Dissertation Abstracts International, Volume: 61-08, Section: B, page: 4459.
Contained By:	Dissertation Abstracts International61-08B.
Subject:	Occupational psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9985449
ISBN:	9780599917958

The influence of work versus non -work responses on ratings of experience -based structured interviews.
Plamondon, Kevin Edward.

The influence of work versus non -work responses on ratings of experience -based structured interviews. - 129 p.

Source: Dissertation Abstracts International, Volume: 61-08, Section: B, page: 4459.

Thesis (Ph.D.)--Michigan State University, 2000.

This study examined whether trained raters are biased towards interview responses that occur in a work setting using laboratory data collected from 258 college students. It was hypothesized that (1) responses occurring in a work setting would be rated more positively than those occurring in a non-work setting, (2) responses occurring in a non-work setting would invoke greater halo error (as indicated by lower variance in interview ratings), (3) rater bias towards work responses would influence ideal candidate prototypes, and ideal candidate prototypes would moderate the relationship between responses and interview ratings such that (4) work responses would be rated more positively and (5) yield greater halo error as ideal candidate prototypes favored work responses. Data were analyzed using repeated measures analysis of covariance and multiple regression. Results supported hypothesis 1 and partially supported hypothesis 2; there was evidence that raters favored work responses and that non-work responses had an impact on halo error. Hypotheses 3, 4, and 5 were not supported. The implications of these findings and explanations for the non-significant results are discussed.

ISBN: 9780599917958Subjects--Topical Terms:

2122852
Occupational psychology.

The influence of work versus non -work responses on ratings of experience -based structured interviews.
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500 $a Source: Dissertation Abstracts International, Volume: 61-08, Section: B, page: 4459.
500 $a Chair: Neal Schmitt.
502 $a Thesis (Ph.D.)--Michigan State University, 2000.
520 $a This study examined whether trained raters are biased towards interview responses that occur in a work setting using laboratory data collected from 258 college students. It was hypothesized that (1) responses occurring in a work setting would be rated more positively than those occurring in a non-work setting, (2) responses occurring in a non-work setting would invoke greater halo error (as indicated by lower variance in interview ratings), (3) rater bias towards work responses would influence ideal candidate prototypes, and ideal candidate prototypes would moderate the relationship between responses and interview ratings such that (4) work responses would be rated more positively and (5) yield greater halo error as ideal candidate prototypes favored work responses. Data were analyzed using repeated measures analysis of covariance and multiple regression. Results supported hypothesis 1 and partially supported hypothesis 2; there was evidence that raters favored work responses and that non-work responses had an impact on halo error. Hypotheses 3, 4, and 5 were not supported. The implications of these findings and explanations for the non-significant results are discussed.
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