Social rules and attributions in the personnel selection interview

Ramsay, S., Gallois, C. and Callan, V. J. (1997) Social rules and attributions in the personnel selection interview. Journal of Occupational And Organizational Psychology, 70 2: 189-203. doi:10.1111/j.2044-8325.1997.tb00642.x

Author Ramsay, S.
Gallois, C.
Callan, V. J.
Title Social rules and attributions in the personnel selection interview
Journal name Journal of Occupational And Organizational Psychology   Check publisher's open access policy
ISSN 0963-1798
Publication date 1997-06-01
Year available 1997
Sub-type Article (original research)
DOI 10.1111/j.2044-8325.1997.tb00642.x
Open Access Status Not yet assessed
Volume 70
Issue 2
Start page 189
End page 203
Total pages 14
Place of publication Leicester, England
Publisher British Psychological Society
Language eng
Subject 380100 Psychology
380104 Personality, Abilities and Assessment
Abstract The study investigated the social rules applicable to selection interviews, and the attributions ions made by interviewers in response to rule-breaking behaviours by candidates. Sixty personnel specialists (31 males and 29 females) participated in the main study which examined their perceptions of social rules and attributions about rule breaking in their work experience. They listened to audiotapes of actual selection interviews, and made judgments about hireability communication competence, and specific social rules. Results indicated that interview rules could be categorized into two groups: specific interview presentation skills and general interpersonal competence. While situational attributions were more salient in explaining the breaking of general interpersonal competence rules, internal attributions (ability, effort) were more salient explanations for the breaking of more specific interview rules (with the exception of the preparation rule where lack of effort was the most likely explanation for rule breaking). Candidates previously judged as competent communicators were rated more favourably on both global and specific measures of rule-following competence, as well as on hireability. The theoretical and practical implications of combining social rules and attribution theory in the study of selection interviews are discussed.
Keyword Psychology, Applied
Employment Interview
Hiring Decisions
Q-Index Code C1
Q-Index Status Provisional Code
Institutional Status Unknown

Document type: Journal Article
Sub-type: Article (original research)
Collection: Faculty of Humanities and Social Sciences - Publications
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Citation counts: TR Web of Science Citation Count  Cited 8 times in Thomson Reuters Web of Science Article | Citations
Scopus Citation Count Cited 14 times in Scopus Article | Citations
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Created: Tue, 14 Aug 2007, 02:50:58 EST