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Tesis sobre el tema "Employment interviewing"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 29 de julio de 2024

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1

McEachern, Adriana Garcia. "Teaching employment interviewing techniques to college students." Gainesville, FL, 1989. http://www.archive.org/details/teachingemployme00mcea.

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2

Tross, Stuart A. "The effect of interviewee coaching on the structured experience-based interview process and outcomes." Diss., Georgia Institute of Technology, 1999. http://hdl.handle.net/1853/29578.

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3

Florea, Liviu. "Dispositional and situational predictors of confirmatory behavior in the employment interview." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4754.

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Thesis (Ph. D.)--University of Missouri-Columbia, 2007.<br>The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on November 27, 2007) Vita. Includes bibliographical references.

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4

Levine, Anne B. "The Structured Employment Interview: An Examination of Construct and Criterion Validity." The University of Waikato, 2006. http://hdl.handle.net/10289/2288.

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This study extends the literature on interview validity by attempting to create a structured employment interview with both construct- and criterion-related validity. For this study, a situational interview was developed with the specific purpose of enhancing the interview's construct validity while retaining the interview's predictive power. To enhance the construct validity, two guidelines were applied to the creation of the interview based on previous research in interview and assessment center literature limit the number of applicant characteristics to be rated to 3; and (2) ensure that

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5

Riley, Shannon A. "Network ties as a predictor of realistic job previews /." View thesis, 2002. http://wilson.ccsu.edu/theses/etd-2002-14/ThesisTitlePage.html.

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Thesis (M.S.)--Central Connecticut State University, 2002.<br>Thesis advisor: Glynis Fitzgerald. " ... in partial fulfillment of the requirements for the degree of Master of Science in Organizational Communication." Includes bibliographical references (leaves 61-67). Also available via the World Wide Web.

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6

Hausdorf, Peter Alexander. "Understanding the impact of pre-interview information on the reliability, validity, accuracy and differential validity of employment interview decisions : comparisons across interview question type, rating scale and scoring protocols /." *McMaster only, 1997.

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7

Lawton, Amy Marie. "The impact of need for cognition on primacy and regency effects in the employment interview." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3292.

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The order of interview questions during the interview may influence candidate ratings, giving an unfair advantage to some candidates. This study was done to test the effect of the interviewer's need for cogniton, the desire to use cognitive energy, on primacy and recency effects during the employment interview. A transcript of competency-based behavior description interivew questions was given to nearly 300 participants. Evidence was found for recency effects only, and no significant differences were found that could be attributed to the interviewer's need for cognition.

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8

Wein-Senghas, Alicia. "Motivational Interviewing in Vocational Rehabilitation: Why it Matters for People with Disabilities." Antioch University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1619178984086752.

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9

Wawra, Daniela. "Männer und Frauen im Job-Interview eine evolutionspsychologische Studie zu ihrem Sprachgebrauch im Englischen /." Münster : Lit, 2004. http://catalog.hathitrust.org/api/volumes/oclc/57476617.html.

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10

Stafford, Jeremy Owen Sutton Charlotte. "An examination of the relationship between a realistic job preview and job applicants' psychological contract perceptions." Auburn, Ala., 2007. http://repo.lib.auburn.edu/2007%20Fall%20Dissertations/Stafford_Jeremy_50.pdf.

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11

Gregg, Justin L. "The Effects of Impression Management and Interview Context on Applicant Perceptions of Organizational Justice." Xavier University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396352926.

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12

Brand, Hugo. "Unfair discrimination in recruitment practices." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021197.

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The focus of this paper is to emphasize the importance for every employer to avoid unfair discrimination during the recruitment process and to value diversity in the workplace. This is not only a legal requirement, but also gives an employer the best chance of getting the right person for the job. It is crucial to understand that job applicants are mostly people that employer’s do not actually employ, but might be able to make an unfair discrimination claim against the employer if the claimant believes he/she was not selected for a job because the employer discriminated against them unlawfully

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13

Pennock, Ryan Pahl. "Fakability in structured interviews: Comparison of situational and past behavior formats." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1477.

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14

Nuckolls, Ida Jeanette Thomas Clayton F. "Practices used in Illinois school districts for recruitment, selection, and assignment of instructional personnel." Normal, Ill. Illinois State University, 1993. http://wwwlib.umi.com/cr/ilstu/fullcit?p9323739.

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Thesis (Ed. D.)--Illinois State University, 1993.<br>Title from title page screen, viewed February 15, 2006. Dissertation Committee: Clayton F. Thomas (chair), Ronald L. Laymon, Patricia A. O'Connell, Jeffrey B. Hecht, Leslie L. O'Melia. Includes bibliographical references (leaves 122-132) and abstract. Also available in print.

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15

Heynes, Nicole Alicia. "An analysis on the impact of recruitment and selection within the Department of Economic Development and Tourism in the Provincial Government of the Western Cape." Thesis, Cape Peninsula University of Technology, 2007. http://hdl.handle.net/20.500.11838/1648.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2007<br>Since 1994 government has attempted through various sets of legislation and regulations to create a policy environment, which is conducive and supportive of effective recruitment and selection and service delivery. The Public Service has currently embarked on restructuring in an attempt to improve its service delivery. An effective and efficient recruitment and selection system should facilitate achievement of that goal. The general research aim is to evaluate and measure the effectiveness of recruitment and

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16

Crane, Deborah Donnini. "The influence of recruiters' perceptions of student emotional intelligence competencies on advancement to second round interviews." Scholarly Commons, 2008. https://scholarlycommons.pacific.edu/uop_etds/693.

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This research was conducted to determine the influence of recruiters' perceptions on students' demonstration of emotional and social competencies during the interview process and if employers' perceptions factor into decisions regarding advancement to second round interviews. This is a pilot study and the research investigated the importance of social and emotional competencies. This study is strengthened by the use of "real" interviews and immediate collection of employer perceptions. This is a case study using mixed methodology, specifically triangulation, to examine employers' perceptions o

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17

Sink, David William 1947. "The Impact of Applicant Disability on Personnel Managers' Evaluative Judgments." Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/72899.

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This study was the investigation of the effects of five factors related to hiring handicapped individuals. The five factors were psychological disability, physical disability, no disability, and a good or poor work record. The purpose of the study was to determine whether a relationship existed between perceived employment decisions and (a) applicant disability; (b) applicant work record; and (c) personnel managers' demographic characteristics.<br /> The population from which the sample was drawn consisted of personnel managers in personnel associations and educational administrators in the p

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18

Gallaher, Laura C. "The moderating effect of gender on the use of humor during an employment interview that's what she said." Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4677.

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This study examined the moderating impact of gender on the use of humor during employment interviews. Consistent with expectancy violation theory, I hypothesized that the use of humor by female candidates would cause more extreme evaluations than the use of humor by male candidates. In other words, when positive (affiliative) humor is used, females will be rated more positively than males, but when negative (aggressive) humor is used, females will be rated more negatively than males. I also hypothesized that the relationship between humor condition and evaluations would be partially mediated b

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19

Duckett, Paul Simon. "Disabled at interview : a community psychologist in and amid action." Thesis, University of Stirling, 1998. http://hdl.handle.net/1893/21895.

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I used a Community Psychology approach, involving Participatory Action Research with Qualitative methods, to both explore the employment interview experiences of disabled people and to effect positive change for disabled participants discriminated against in the labour market. In the opening chapters I set the action research enterprise within the socio-economic and political climate of the time. I follow this by describing the ethical, ideological, epistemological and methodological concerns that have driven my particular process of inquiry. 1 pay particular attention to the research process

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20

Sekiguchi, Tomoki. "The role of person-organization fit and person-job fit in managers' hiring decisions : the effects of work status and occupational characteristics of job openings /." Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/8771.

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21

Gunter, James S. "How do situational judgments sic] tests and situational interviews compare? an examination of construct and criterion-related validity." Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4590.

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This study replicated and extended an earlier study by Banki and Latham (2010) and developed an equivalent SJT and SI in order to examine whether the two methods correlated differently with cognitive ability, personality, job experience, and job performance. The results of this study showed that the SJT and SI only correlated .20 and that the correlations for the SI with Extraversion, customer service experience, and overall work experience were significantly different from the correlations for the SJT. Participants felt that the SJT and SI provided the same opportunity to perform one's skills

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22

Taylor, Mary Anne. "The effects of rater sex, ratee sex, and applicant attire on personnel selection." Thesis, Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/101466.

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The impact of attire on assessments of job applicants was investigated by creating three dress conditions for two male and two female rates. A formal, intermediate, and casual condition were portrayed for each of the four stimuli. Stimuli were rated on six dimensions relevant to performance as a retail department store manager in a between-subjects design. Results indicate that the role of attire in estimates of performance depends on the sex of the rater and the sex of the ratee. Dissimilar ratings were obtained from males and females who assessed individuals in a particular dress condition

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23

Johnston, Justin R. "The juxtaposition of soon-to-be college graduates and hiring professionals." Birmingham, Ala. : University of Alabama at Birmingham, 2009. https://www.mhsl.uab.edu/dt/2010r/johnston.pdf.

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Thesis (M.A.)--University of Alabama at Birmingham, 2009.<br>Title from PDF t.p. (viewed June 30, 2010). Additional advisors: Loretta A. Cormier, James C. McCroskey, Larry Powell. Includes bibliographical references (p. 25-29).

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24

Hauptfleisch, Daniel Benjamin. "The moderating effect of interview structure on race-group similarity effects in simulated interview ratings." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20166.

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Thesis (MComm)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: This study investigated race-group similarity effects as a form of interviewer bias in selection interview ratings. Social Identity Theory predicts that interviewers would assign higher ratings to interviewees of the same social group (the so-called in-group) primarily through the mechanism of similarity attraction. Research findings up to now have lent only partial support to this hypothesis. This study argues that interview structure may help to explain inconsistent research findings since structure could inhibit the fu

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25

Black, Susan Janet Hartshorn. "The effects of realistic job previews on turnover." CSUSB ScholarWorks, 1988. https://scholarworks.lib.csusb.edu/etd-project/364.

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26

Tolley, Rebecca, and Wendy Doucette. "Actions Speak Louder Than Resumes: How Performance-Based Interviews Facilitate Hiring the Best Library Candidates." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etsu-works/7659.

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This case study describes an academic library search committee's decision-making, practice, and assessment of using performance-based interviews as part of a national search for lecturer-level positions with a primary focus of reference and research services and minimal expectations of teaching information literacy in the classroom. The search committee determined performance-based interviews were successful in establishing candidates’ depth of skill in simulated reference transactions. The authors recommend incorporating an element of unscripted job simulation to employment interviews in libr

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27

Diegues, Ulysses Camargo Corrêa. "Entrevistas de emprego em inglês: uma análise multidimensional." Pontifícia Universidade Católica de São Paulo, 2018. https://tede2.pucsp.br/handle/handle/21442.

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Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2018-09-26T10:04:55Z No. of bitstreams: 1 Ulysses Camargo Corrêa Diegues.pdf: 1531825 bytes, checksum: 013effa494f4018a825471efea8d13a1 (MD5)<br>Made available in DSpace on 2018-09-26T10:04:55Z (GMT). No. of bitstreams: 1 Ulysses Camargo Corrêa Diegues.pdf: 1531825 bytes, checksum: 013effa494f4018a825471efea8d13a1 (MD5) Previous issue date: 2018-08-23<br>Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES<br>In a scenario which more and more the process of selecting candidates for job becomes more demanding (JOSEPH, 20

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28

Jebril, Mona A. S. "Academic life under occupation : the impact on educationalists at Gaza's universities." Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/271892.

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This sociological study explores the past and current higher education (HE) experience of educationalists at Gaza’s universities and how this experience may be evolving in the shifting socio-political context in the Arab World. The thesis is motivated by three questions: 1. What are the perspectives of academic staff in the Faculties of Education at Gaza’s universities on their own past HE experiences? 2. What are the perspectives of students and their lecturers (academic staff) in the Faculties of Education at Gaza’s universities on students’ current HE experiences? 3. How do educationalists

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29

Candita, Julia Eileen, University of Western Sydney, College of Law and Business, and School of Management. "More than just a good CV : creating a favourable first impression in job interviews." 2006. http://handle.uws.edu.au:8081/1959.7/16158.

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Based on analyses of recorded real-life selection interviews in a law firm and in a government department, this study illustrates how crucial it is for job applicants to use the valuable skill of Impression Management (IM), that is, the attempt to portray a particular image by controlling the information available to others so that they will view the actor as he or she intended. By using verbal and non-verbal behaviours persuasively, job applicants can create an image of professionalism in a short period of time, structuring the interviewers’ impressions formed of the applicant in order to lea

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30

Steenberg, Barend Christoffel. "Ontwikkeling van 'n raamwerk vir die vertolking van inligting by 'n keuringsonderhoud." Thesis, 2014. http://hdl.handle.net/10210/9345.

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M.A. (Psychology)<br>The interview appears to be a very popular but nevertheless unreliable and invalid selection instrument. A need therefore exists to improve the selection interview and to place it on a more scientific basis. The purpose of this study can be summarized as the development of: an interview decision-making model an interview reference framework a selection interview interpretation guide Before these topics were discussed, the nature, definition, value, problematics and improvement of the selection interview were examined. Attention was given to the nature, purpose, function, f

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31

Hindman, Jennifer L. "The connection between qualities of effective teachers and selection interviews : the development of a teacher selection interview protocol /." 2004. http://hdl.handle.net/10288/1134.

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32

Candita, Julia Eileen. "More than just a good CV : creating a favourable first impression in job interviews." Thesis, 2006. http://handle.uws.edu.au:8081/1959.7/16158.

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Based on analyses of recorded real-life selection interviews in a law firm and in a government department, this study illustrates how crucial it is for job applicants to use the valuable skill of Impression Management (IM), that is, the attempt to portray a particular image by controlling the information available to others so that they will view the actor as he or she intended. By using verbal and non-verbal behaviours persuasively, job applicants can create an image of professionalism in a short period of time, structuring the interviewers’ impressions formed of the applicant in order to lea

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33

Garbharran, Ameetha. "A review of validation research on structured employment interviews : exploring the threats to validity." Thesis, 2000. http://hdl.handle.net/10413/9017.

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The main purpose of this study was to explore the threats to internal and external validity that international research on structured employment interviews may have been prone to. On the basis of this exploration, suggestions were rendered on how the perceived threats to internal validity could have been managed. In addition, commentary was offered on whether or not the threats to external validity appear to have been actualised in the international studies that were compared. These constituted the secondary aims of the study. In order to accomplish the primary aim of the study a qualitative a

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34

Weiss, Brent. "A lie goes a long way : deception as an impression management strategy to influence interviewers' perceptions." 2003. https://scholarworks.umass.edu/theses/2410.

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35

Lombard-Sims, Danielle. "Applicant Reactions to Structuring the Selection Interview." Thesis, 2013. http://hdl.handle.net/1805/3423.

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Indiana University-Purdue University Indianapolis (IUPUI)<br>Initial research on structuring the interview process investigated structure’s impact on the interview’s psychometric properties (e.g., reliability and validity). In contrast, the empirical literature has begun to consider the impact of increased interview structure on job applicant reactions to the interview and the companies that utilize them. Current research has studied the effects of interviewer characteristics on applicant reactions and the effects of different types of selection procedures on applicant fairness reactions. I

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36

Baumgartner, Kiersten Hatke. "Stay interviews: an exploratory study of stay interviews as a retention tool." Thesis, 2015. http://hdl.handle.net/1805/7819.

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Indiana University-Purdue University Indianapolis (IUPUI)<br>In order to help individuals feel more engaged within work organizations and more satisfied with their jobs, employers have started to administer stay interviews within organizations, with the end goal being to retain organizational members. Stay interviews have become a proactive solution to the retention problem and have been seen as an alternative to the exit interview. This study proposes that through the use of stay interviews, organizational members will feel more engaged, satisfied, and committed to an organization, which wil

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37

Pretorius, Manda. "Ouditproses van 'n kerklike welsynsorganisasie : n beskrywing van maatskaplike werkers se ervaring." Diss., 2009. http://hdl.handle.net/10500/3274.

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Evaluation determines the impact of social services as well as job performance and assures communities that social workers render effective services. Post audits are done as part of performance management at the Christian Social Councils in the Highveld Synodal Region. The purpose of this research is to look at the experiences of social workers that had a post audit to determine whether adjustments to improve the audit system are needed. A qualitative approach with an exploratory, descriptive and contextual research design was followed. Participants were identified according to the purp

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38

Dhliwayo, Pfungwa. "The influence of cognitive intelligence, emotional intelligence, and personality on job performance: proposing a model for personnel selection." Thesis, 2018. http://hdl.handle.net/10500/25344.

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Text in English with abstracts in English, TshiVenda and Afrikaans<br>This research sought to propose a personnel selection model encompassing the influence of cognitive intelligence, ability emotional intelligence, trait emotional intelligence, and personality on job performance. Using a quantitative cross-sectional research design, the researcher investigated the interrelationships between the variables relevant to the study using a convenience sample of N = 299 that consisted of Zimbabwean supervisory and professionally qualified and experienced specialists of different ages and genders, a

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