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APPLIED PSYCHOLOGY: AN INTERNATIONAL REVIEW, 2013, 62 (4), 678–700 doi: 10.1111/j.1464-0597.2012.00510.x

The Boundaries of Effects on the Relationship between Interviewer Moods and Hiring Recommendation Chien-Cheng Chen* National Taipei University of Technology, Taiwan

Hsien-Wen Chen Chienkuo Technology University, Taiwan

Ying-Yin Lin National Taipei University of Technology, Taiwan

Past research has found that interviewers’ positive and negative moods could influence their evaluations of applicants. This study extends previous research by examining the moderating roles that interview structure and accountability played in the effects of interviewer moods on interviewer recommendation. Results from 105 interviewers in actual employment interviews for job openings partially support the hypotheses and indicate that the more structured the interview, the weaker the relationship between interviewer negative moods and hiring recommendation. In addition, when the interviewer’s perceived accountability was relatively high, the influence of interviewer positive moods on hiring recommendation was minimised.

INTRODUCTION Among many selection tools, the interview has been said to be the most favorable and widely used tool for personnel selection (Dipboye, 1997; Marcus, 2003), though past researchers have still had doubts about the validity and reliability of interviews (Posthuma, Morgeson, & Campion, 2002). Recent research on employment interviews has focused mainly on (1) the characteristics and behaviors of the applicant (e.g. gender, physical attractiveness, and impression-management tactics) that purportedly cause interviews to have poor validity (e.g. Howard & Ferris, 1996; Jawahar & Mattsson, 2005), (2) how to help interviewers accurately assess applicant * Address for correspondence: Chien-Cheng Chen, Department of Business Management, National Taipei University of Technology, 1, Chung-Hsiao E. Road, Section 3, Taipei 106, Taiwan. Email: ccchen@ntut.edu.tw © 2012 The Authors. Applied Psychology: An International Review © 2012 International Association of Applied Psychology.


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