Functional forms of competence: Interviewing

Citation: Huffcutt, A. I., Culbertson, S. S., & Riforgiate, S. E. (2015). Functional forms of competence: Interviewing. In A. F. Hannawa & B. H. Spitzberg (Eds.), Communication Competence (Vol. 24) (pp. 431-448). Boston: De Gruyer Mouton.Employment interviews are ubiquitous in the workplace, providing a necessary step in the hiring process and influencing organizational composition and applicant employment. Research pertaining to professional interviewing is frequently conducted outside of the communication discipline, yet the nature of the interview interaction is highly communicative. The purpose of this chapter is to develop a solid foundation for understanding communication in employment interviews by utilizing the concept of communication competence as a theoretical basis. Specifically, we address aspects of communication effectiveness and appropriateness in employment interviews, including how they vary according to the degree of their standardization. For instance, both parties (interviewer and interviewee) have the goal of reducing uncertainty, although the nature of those goals differ (e.g., organizational perspectives regarding potential interviewee performance verses interviewee perceptions of job fit and the likelihood of being offered the job). Directions for future research are presented, including a pressing need for research examining how the two parties adjust communication during the interaction based on perceptions of the other’s communication behaviors

The Interactive Influence of Ambition and Sociability on Performance in a Behavior Description Interview

The purpose of this study was to present and empirically test the potential influence on ratings in a behavior description interview (BDI) of the personality traits ambition and sociability, two facets of extraversion. Results suggest a relatively strong role for ambition in the administration and outcomes of BDIs in organizational selection, particularly when its interaction with sociability is taken into consideration. In a sample of 85 participants working in entry-level positions, the correlation with BDI ratings was .22 for ambition alone, which increased to .44 when sociability and its interaction with ambition were added. Adding sociability by itself to ambition without the interaction term resulted in a minimal increase in predictability of BDI ratings. Implications of these results include the possibility of a general BDI performance factor, one that may tend to capture maximal (rather than typical) behavior

Potential Applications of functional Magnetic Resonance Imaging (fMRI) to Organizational Research: A Primer and Sample Study

The first purpose of this manuscript is to provide a primer for organizational researchers on both fMRI and brain physiology because few are likely to have encountered an in-depth treatment of either previously. The second purpose is to present the results of an actual fMRI study on an organizational topic (structured employment interviews) as a sample to help illustrate the potential of this type of research. Results of the sample study enhanced understanding of the brain processes behind responding to situational (SI) and behavior description (BDI) interviews, and offered several promising directions for follow-up research. To illustrate the latter, there appears to be separate region of the brain for handling complex social situations, which was activated only in the SI scans. This region could help explain the common use of the impression management tactic ingratiation in SIs. Given the emerging trend for larger universities to acquire fMRI equipment for research purposes, this type of research may be more viable then ever for organizational researchers

Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?

Purpose: The present study examined two theoretical explanations for why situational interviews predict work-related performance, namely (a) that they are measures of interviewees’ behavioral intentions or (b) that they are measures of interviewees’ ability to correctly decipher situational demands. Design/Methodology/Approach: We tested these explanations with 101 students, who participated in a 2-day selection simulation. Findings: In line with the first explanation, there was considerable similarity between what participants said they would do and their actual behavior in corresponding work-related situations. However, the underlying postulated mechanism was not supported by the data. In line with the second explanation, participants’ ability to correctly decipher situational demands was related to performance in both the interview and work-related situations. Furthermore, the relationship between the interview and performance in the work-related situations was partially explained by this ability to decipher situational demands. Implications: Assessing interviewees’ ability to identify criteria might be of additional value for making selection decisions, particularly for jobs where it is essential to assess situational demands. Originality/Value: The present study made an effort to open the ‘black box’ of situational interview validity by examining two explanations for their validity. The results provided only moderate support for the first explanation. However, the second explanation was fully supported by these results

Introducing EMMIE: An evidence rating scale to encourage mixed-method crime prevention synthesis reviews

Objectives This short report describes the need for, and the development of, a coding system to distil the quality and coverage of systematic reviews of the evidence relating to crime prevention interventions. The starting point for the coding system concerns the evidence needs of policymakers and practitioners. Methods The coding scheme (EMMIE) proposed builds on previous scales that have been developed to assess the probity, coverage and utility of evidence both in health and criminal justice. It also draws on the principles of realist synthesis and review. Results The proposed EMMIE scale identifies five dimensions to which systematic reviews intended to inform crime prevention should speak. These are the Effect of intervention, the identification of the causal Mechanism(s) through which interventions are intended to work, the factors that Moderate their impact, the articulation of practical Implementation issues, and the Economic costs of intervention

How managers can build trust in strategic alliances: a meta-analysis on the central trust-building mechanisms

Trust is an important driver of superior alliance performance. Alliance managers are influential in this regard because trust requires active involvement, commitment and the dedicated support of the key actors involved in the strategic alliance. Despite the importance of trust for explaining alliance performance, little effort has been made to systematically investigate the mechanisms that managers can use to purposefully create trust in strategic alliances. We use Parkhe’s (1998b) theoretical framework to derive nine hypotheses that distinguish between process-based, characteristic-based and institutional-based trust-building mechanisms. Our meta-analysis of 64 empirical studies shows that trust is strongly related to alliance performance. Process-based mechanisms are more important for building trust than characteristic- and institutional-based mechanisms. The effects of prior ties and asset specificity are not as strong as expected and the impact of safeguards on trust is not well understood. Overall, theoretical trust research has outpaced empirical research by far and promising opportunities for future empirical research exist

Insidious procedures: diversity awards legitimize unfair organizational practices

This is the author's version of an article subsequently published in Social Justice Research in final format. The final publication is available at Springer via http://dx.doi.org/10.1007/s11211-015-0240-zDoes the presence (versus absence) of an organizational diversity award increase the perceived fairness of biased personnel procedures? Participants examined fair or unfair personnel procedures at a company that had received a diversity award or an award unrelated to diversity. When the company had received a diversity award (versus a control award), participants perceived the unfair personnel procedure as fairer for minorities, and White participants were more supportive of enacting the biased procedure. These findings suggest that organizations perceived as successfully supporting diversity might be afforded particular legitimacy to enact policies and procedures that disadvantage the very groups they are perceived as valuing.National Science Foundatio

Alternative predictors for dealing with the diversity-validity dilemma in personnel selection: The constructed response multimedia test

In the context of the diversity-validity dilemma in personnel selection, the present field study compared ethnic subgroup differences on an innovative constructed response multimedia test to other commonly used selection instruments. Applicants (N=245, 27% ethnic minorities) for entry-level police jobs completed a constructed response multimedia test, cognitive ability test, language proficiency test, personality inventory, structured interview, and role play. Results demonstrated minor ethnic subgroup differences on constructed response multimedia test scores as compared to other instruments. Constructed response multimedia test scores were related to the selection decision, and no evidence for predictive bias was found. Subgroup differences were also examined on the dimensional level, with cognitively loaded dimension scores displaying larger differences

Utility of Alternative Effect Size Statistics and the Development of a Web-Based Calculator: Shiny-AESC

Alternative displays of effect size statistics can enhance the understandability and impact of validity evidence in a variety of applied settings. Arguably, the proliferation of alternative effect size statistics has been limited due to the lack of user-friendly tools to create them. Common statistical packages do not readily produce these alternative effect sizes and existing tools are outdated and inaccessible. In this paper, I introduce a free-to-use web-based calculator (https://dczhang.shinyapps.io/expectancyApp/) for generating alternative effect size displays from empirical data. This calculator requires no mathematical or programming expertise, and therefore, is ideal for academics and practitioners. I also present results from an empirical study that demonstrates the benefits of alternative effect size displays for enhancing lay people's perceived understandability of validity information and attitudes toward the use of standardized testing for college admissions