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首页> 外文期刊>Journal of business and psychology fsponsored by the Business Psychology Research Institute >Interviewee Selection Test and Evaluator Assessments of General Mental Ability, Emotional Intelligence and Extraversion: Relationships with Structured Behavioral and Situational Interview Performance
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Interviewee Selection Test and Evaluator Assessments of General Mental Ability, Emotional Intelligence and Extraversion: Relationships with Structured Behavioral and Situational Interview Performance

机译：一般心理能力，情绪智力和外向性的受访者选择测试和评估者评估：与结构化行为和情境面试表现的关系

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摘要

The purpose of the study was to examine antecedents of interview performance commonly measured via two divergent methods; selection tests and evaluator assessments. General mental ability (GMA), emotional intelligence (EI), and extraversion have been largely studied in isolation. This study evaluates the relative strength of these traits across methods and tests whether selection test and evaluator-assessed traits interact to further enhance the prediction of interview performance. 81 interviewees were asked to complete traditional selection tests of GMA, EI, extraversion, and a video-recorded structured behavioral and situational job interview. The traits, behavioral, and situational interview performance were then evaluated with three independent sets of raters. Regression analysis was used to investigate the extent that these traits predicted structured interview performance. Results indicate that each trait was a strong predictor of interview performance, but results differed based on the method of measurement and the type of structured interview assessed. Further, evaluator perceptions related to interview performance more strongly than did selection tests. Finally, evaluator assessments of each trait interacted with its respective selection test counterpart to further enhance the prediction of interview performance. This improves our understanding of how applicant traits impact hiring decisions. This is the first study to directly compare tested versus others' ratings of interviewee GMA, EI, and extraversion as predictors of interview performance.
机译：这项研究的目的是检查通常通过两种不同方法衡量的面试表现的前因。选择测试和评估者评估。对一般的心理能力（GMA），情绪智力（EI）和外向性进行了大量的孤立研究。这项研究评估了这些特质在各种方法中的相对强度，并测试了选择测试和评估者评估的特质是否相互作用，以进一步增强对面试表现的预测。 81名受访者被要求完成GMA，EI，外向性和视频记录的结构化行为和情境工作面试的传统选择测试。然后使用三组独立的评估者评估特质，行为和情境访谈的表现。回归分析用于调查这些特征预测结构化面试表现的程度。结果表明，每个特征都是面试绩效的强力预测指标，但根据测量方法和结构化面试的类型，结果有所不同。此外，与选择测试相比，评估者对面试表现的看法更为强烈。最后，每个特征的评估者评估与其对应的选择测试对应项进行交互，以进一步增强对面试表现的预测。这使我们更好地了解了申请人特征如何影响招聘决定。这是第一项直接比较受访者的GMA，EI和外向性作为受访者绩效预测指标的测试方法。

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