Browsing by Subject "Employment interviewing"
Now showing 1 - 3 of 3
Results Per Page
Sort Options
Item An investigation of the effects of perceived credibility, perceived homophily, and language stereotopy in employment interview decisions(Texas Tech University, 1976-08) Motheral, Pamela AnnNot availableItem Inferential judgment in the employment interview(Texas Tech University, 1990-12) Conwell, Sharon LThis study investigated the role of person perception in the outcome of the employment interview and hiring decision. The work of Douglas Jackson and his colleagues identified the personality traits which correlate highest with a given occupation. These traits were found to be stable across raters, thus indicating a common network of inferential judgment regarding the implicit nature of the personality trait cue within the occupation. Scripts were videotaped which imbedded either positively correlated or negatively correlated personality trait cues within the interview. Judges rated the applicant on the following dependent variables: attractiveness, likability, intelligence, experience, employability, and hire ability. A 2 x 4 design (Congruence x Occupation) was used. Four occupations, accountant, advertiser, industrial supervisor, and orchestral librarian, made up the occupation variable. Incongruent or congruent personality trait cues made up the second independent variable. Two-way ANOVAs were computed on the six subscales and the overall scale. The results revealed that the congruent candidate was rated more attractive, likable, intelligent, experienced, employable, hirable, and more generally favorable overall than the incongruent candidate. It was also determined that halo bias affected the ratings.Item Structured-interview questions for superintendent hiring process(Texas Tech University, 2004-05) Mills, G. SteveThis study contains two distinct parts. The first part of the study is an original study dealing with the development of interview questions that school board members can ask in the superintendent/school board members candidate interview. There is continual superintendent turnover, and school board members choose superintendents based on personal characteristics rather than on a candidate's abilities to lead a district to exemplary status on the Texas Education Agency's accountability system. Therefore, there is a need for interview questions to be used by school board members to help them select a superintendent who will help lead the district to exemplary status on the Texas Education Agency's accountability system. Action Research using the Delphi Method for data collection is used to guide experts in the creation of interview questions to be used by school board members in the superintendent/school board members candidate interview. This part of the study is qualitative in nature. The second part of this study is a replication for generalizability of the characteristics and career paths of national superintendents (Glass et al., 2000) and state superintendents (Largent, 2001; Zemlicka, 2001) as compared to superintendents whose districts reached exemplary status on the Texas Education Agency's accountability system Spring, 2002. This part of the stijdy is both quantitative and qualitative in nature. A survey approach is used to collect data from the 149 superintendents whose districts reached exemplary status on the Texas Education Agency's accountability system Spring, 2002. Open-ended survey questions are presented in a qualitative manner, and closed survey questions are presented in a quantitative manner. The purpose of replicating these prior studies is to emphasize, first, that school board members across all three groups of superintendents hire superintendents based on their personalities, and second, that superintendents in all three groups have some generalizable personal characteristics and career paths. This researcher attempts to fill the gap between the reality of the way superintendents are currently hired and how they might be hired if, first, school board members have a reliable, valid, and legal set of interview questions to ask superintendent candidates and, second, if school board members apply the abundant research available in the area of structured-panel interviews.