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Klehe, U C; König, C J; Richter, G M; Kleinmann, M; Melchers, K G (2008). Transparency in structured interviews: Consequences for construct and criterion related validity. Human Performance, 21(2):107-137.

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Abstract

Although researchers agree on the use of structured interviews in personnel selection, past research has been undecided on whether these interviews need to be conducted nontransparently (i.e., without giving interviewees any indication of the evaluated criteria) or transparently (i.e., by revealing to interviewees the dimensions assessed in the interview). This article presents two independent studies examining the effects of interview transparency on interviewees' performance and on the interview's construct and criterion-related validity in the context of an application training program. Results from both Study 1 (N = 123) and Study 2 (N = 269) indicate an improvement in interviewees' performance under transparent interview conditions. Both studies further support the assumption that transparent interviews show satisfactory construct validity, whereas nontransparent interviews do not. Moreover, Study 2 showed no significant difference between the interview's criterion-related validity under transparent versus nontransparent conditions. Implications and directions for future research are discussed.

Item Type:Journal Article, refereed, original work
Communities & Collections:06 Faculty of Arts > Institute of Psychology
DDC:150 Psychology
Language:English
Date:2008
Deposited On:10 Oct 2008 10:42
Last Modified:28 Nov 2013 01:56
Publisher:Taylor & Francis
ISSN:0895-9285
Publisher DOI:10.1080/08959280801917636
Related URLs:http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=31748218&loginpa
http://www.informaworld.com/openurl?genre=article&issn=0895-9285&volume=21&issue=2&spage=107
Citations:Web of Science®. Times Cited: 15
Google Scholar™
Scopus®. Citation Count: 15

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