Browsing by Author "Spychalski, Annette C."
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Item A test of a model of employment interview information gathering(1994) Spychalski, Annette C.; Gaugler, Barbara B.Interviewers' questioning behavior and predictive validity of applicant ratings varies considerably in unstructured interviews. A model hypothesizing a relationship between these variables is tested in this study. The model proposes that the relationship between interviewer questioning behavior and evaluation validity is mediated by the diagnosticity of applicant information that is collected during the interview. The process and content of three interviewers' questioning of 149 candidates for an entry-level correctional officer position was examined. Although the complete information gathering model was not supported, a robust relationship between questioning behavior and information diagnosticity emerged. Furthermore, the validity of individual interviewers' applicant evaluations varied considerably. These results reinforce the existence of differences in interviewers' questioning behavior and differences in the quality of applicant information they gather. Because differences in questioning behavior correspond to differences in the predictive validity of applicant ratings, both these variables should be monitored at the individual interviewer level.Item Effects of processing method, performance pattern, and time pressure on performance ratings(1997) Spychalski, Annette C.One hundred seventy-eight subjects observed videotaped incidents of a secretary performing on the job and rated her performance across four performance dimensions (and overall performance). Rating accuracy, behavior recognition accuracy, and rating level were measured under conditions of viewing improving or deteriorating performance, with behavior-based or impression-based processing methods, and with or without time pressure to complete the rating task. Results display robust main effects for both processing method and performance pattern on rating level. Raters viewing performance that improved over time gave the secretary lower ratings than raters viewing performance that deteriorated over time. Raters using behavior-based processing methods rated performance higher than raters using impression-based processing methods during the rating task. Processing method influenced rating accuracy for two of the performance dimensions; effects were mixed. Small relationships among measures of memory discrimination and response bias and rating accuracy and performance pattern were also discovered. Time pressure had no stable effect on any of the dependent variables. The results illustrate the pervasiveness of primacy effects in performance rating tasks. They also underscore the importance of standardizing rating procedures that are used to compare performance of different individuals. Additional research in applied settings is needed to capture the organizational influences on the performance rating process. Because of the complexities involved in performance rating systems in organizations, it may be prudent to change the typical way in which supervisor input about employee performance is used in human resources decisions.