The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

Research shows that the traditional job interview is a poor indication of a candidate's potential. However, when employers structure the interview process, they are more effective at predicting success, forming consistent evaluations, and reducing discrimination. The current study tested whether the structured interview also serves to reduce biases involved in interviewing applicants who have a physical disability. In the non-structured interview, results showed that there was a leniency bias, where raters evaluated disabled candidates more positively than equally qualified non-disabled candidates. Structured interviews reduced this effect. These findings add to the support for the structured interview as a way of increasing fairness in employee selection.     

课堂心理环境与学习效果相关性实证研究

课堂心理环境建设是大学外语教学的一个重要课题。本文通过访谈、问卷调查等方式研究大学生课堂心理环境与学习效果之间的关系,研究结果表明：课堂心理环境与学生学习成绩呈显著负相关;二者的相关,男生高于女生,文科高于理科;课堂心理环境对成绩处于两个极端的学生基本没有影响。根据调查结果,本文提出一些培养教师环境意识、优化大学外语课堂教学的建议。     

Comparison of Internet and interview survey modes when estimating willingness to pay using choice experiments

With the increasing use of the Internet as a survey mode, questions of mode effects and how potential effects influence inferences arise. Using a choice experiment combined with mixed logit estimation, willingness-to-pays (WTPs) for attributes are compared between the Internet mode and the more traditional interview survey mode. The results suggest that there are differences in WTP between the two survey models for three of four attributes. Furthermore, WTPs obtained from the interview survey are larger than the WTPs obtained from the Internet survey, suggesting potential social desirability behaviour by the interview respondents. Internet surveys involving sensitive issues may be desirable because of potential social desirability behaviour.     

资深心理咨询师职业压力应对的质化研究

目的:探究资深心理咨询师成功应对职业压力的原因,以期给遭受职业发展困惑、处于职业枯竭的心理咨询师一点借鉴和启示,从而得到更好的个人成长。方法:通过深度访谈收集研究资料,并通过归纳和描述得出研究结论。结论:资深心理咨询师较好应对职业压力的原因主要是采取了积极认知方式的应对策略;采取积极情绪表达的应对策略;采取积极行动的应对策略。     

Consuming Responsibly: Exploring Environmentally Responsible Consumption Behaviors

This study aims to identify environmentally responsible consumption behaviors as practiced by consumers of developing and developed economies. A qualitative approach, using data collected through 27 semi-structured depth interviews (for identifying behaviors undertaken by consumers of a developing economy—India), and numerous posts and comments from the blog wehatetowaste.com (for identifying behaviors undertaken by consumers of developed economies), was adopted. A total of eight and seven environmentally responsible consumption behaviors were identified in a developing and developed economies context, respectively. This study provides a much needed, comprehensive understanding of consumers' environmentally responsible consumption behaviors in the context of both developing and developed economies.     

Video interviewing: A potential selection tool for hospitality managers – A study to understand applicant perspective

Video interviews are increasing in popularity and are considered an efficient and effective selection tool. As companies start implementing this selection tool, it is important to understand interviewee perceptions of video interviewing and its impact on the overall effectiveness of the selection process. This study explores the pros and cons of video interviewing from the perspectives of 151 hospitality management students from the Southern United States that are currently seeking career placement upon graduation. Participants were asked to go through an online video interview, following which they completed a survey questionnaire. Qualitative findings indicated that some factors that lead to favorableness of video interviewing were comfort, convenience, and saving on resources (money and time), while some factors that resulted in unfavorableness were its impersonal nature, lack of feedback, and technological glitches. Quantitative findings indicated that the overall favorability of video interviewing was low but fairness was high. Based on the findings, recommendations were provided to improve the effectiveness and acceptance of this selection tool.     

Comparing employment interviews in Latin America with other countries

This study compares job interviews (n = 11,667) in Mexico with those in the following countries: Belgium, Russia, Taiwan, and the U.S. The findings support our hypotheses, which are based on a meta-cultural framework. The results reveal that in Mexico and Taiwan women are less likely to conduct interviews. In addition, interviewers asked different questions. Outside the U.S., interviewers asked applicants about their family, marital status, and children. In Russia and Taiwan, they asked about applicants' reasons for quitting their last job. In Belgium, Russia, and Taiwan, they asked about applicants' wage and salary expectations. In Belgium and Russia, they less often asked about applicants' values, opinions, and beliefs. This study suggests that in some countries employment interviews are more than a test of job-related knowledge, skills, and abilities. This report provides a taxonomy that is useful for comparing interview questions in Latin American and other countries as well as directions for future research.     

The effect of applicant political skill on the race dissimilarity‐recruiter recommendations relationship

The importance of recruiting minority candidates is increasing due to legal and strategic concerns. Although the majority of research in the area investigating race dissimilarity has been found to have significant negative effects on interviewing outcomes, the results have been inconsistent. Integrating our model into that proposed by Huffcutt, we attempt to better understand some of these inconsistencies by introducing political influence compatibility as a mediator between race dissimilarity and recruiter hiring recommendations. We further integrate political skill as a moderator to neutralise the negative impact of being racially dissimilar on political influence compatibility. The model was tested using data collected from actual interviews conducted in unstructured settings, and support was found for the hypotheses.     

以科学性为本位的公务员面试转型探索

公务员面试从规范性本位向科学性本位转型。充分体现因职施测、专家施测和发挥考官主观能动性等是必然的进程。加快对考官资格认证。构建考官业绩跟踪和量化考核体系，建设一支相对穗定的专业化考官队伍，这是转型的前提条件。加强对公务员面试测评目标的科学性研究。加强面试内容的理论论证和职位实证。构建面试前评估机制和面试后评价机制。从定位上体现职位针对性。这是转型的基本内容。加紧对公务员面试方法的创新，通过多种面试方法的组合和变换来确保面试的效力。这是转型的社会意义。加深对公务员面试监督的理解，将过程规范监督与面试质量监督统一起来，确保监督到位，这是转型的外围保障和法律意义。