Accuracy of interviewer judgments of job applicant personality traits
Accuracy of interviewer judgments of job applicant personality traits
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DOI：
10.1111/j.1744-6570.2000.tb02424.x
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发表时间：
2000-12-01
影响因子：
5.5
通讯作者：
Haugland, SN
中科院分区：
文献类型：
--
作者：
Barrick, MR;Patton, GK;Haugland, SN
这项研究调查了面试官是否可以在面试中评估大五人格特质。四个评分员（自我，面试官，朋友和陌生人）评估申请人的个性。对73名申请人的评分结果表明，面试官对申请人个性的评分与自我评分的相关性（r = 0.28）高于陌生人评分（r = 0.09），但低于亲密朋友的评分（r = 0.39）。然而，对于两个与工作相关的人格特质，尽责性（r = 0.16，n.s.），面试官评分和自我评分之间的相关性较小。和情绪稳定性（r = 0.17，n. s.）而不是其他三种人格特质。评分的差异表明，申请人在面试期间管理了这两个特质的自我展示。因此，尽管面试官可以在面试中评估个性，但他们无法评估那些最能预测未来工作成功的特质。最后，面试设计的调节作用（即，结构和内容）进行了评估。结果显示，与工作相关的面试、情境面试和行为面试并不影响面试官评估人格的能力。虽然有一个小的（积极的）影响，更结构化的采访，这种影响是适度的。本研究的结果表明，未来的研究应该检查是否可以直接评估人格的采访，以及这样做的预测效度的收益是什么。
This study investigated whether interviewers can assess Big Five personality traits during a job interview. Four raters (self, interviewer, friend, and stranger) assessed the applicant's personality. Results from ratings for 73 applicants demonstrated that interviewer ratings of applicant personality correlate higher with self-ratings ((r) over bar =.28) than do stranger ratings ((r) over bar =.09) but less than ratings from close friends ((r) over bar =.39). However, correlations between interviewer ratings and self-ratings were smaller for the two job-relevant personality traits, Conscientiousness (r =.16, n.s.) and Emotional Stability (r =.17, n.s.) than for the other three personality traits. Variance in ratings suggested the applicants managed their self-presentation on these two traits during the interview. Thus, although interviewers can and do assess personality during the interview, they are not able to assess those traits that would best predict later job success. Finally, the moderating effect of interview design (i.e., structure and content) was assessed. The results revealed that job-relevant interviews, situational interviews, and behavioral interviews did not affect an interviewer's ability to assess personality. Although there was a small (positive) effect for more structured interviews, this affect was modest. The results of this study suggest that future research should examine whether the interview can be designed to assess personality directly, and what the gains to predictive validity are by doing so.