How Do Interviewers and Children Discuss Individual Occurrences of Alleged Repeated Abuse in Forensic Interviews?

Police interviews (n = 97) with 5‐ to 13‐year‐olds alleging multiple incidents of sexual abuse were examined to determine how interviewers elicited and children recounted specific instances of abuse. Coders assessed the labels for individual occurrences that arose in interviews, recording who generated them, how they were used and other devices to aid particularisation such as the use of episodic and generic language. Interviewers used significantly more temporal labels than did children. With age, children were more likely to generate labels themselves, and most children generated at least one label. In 66% of the cases, interviewers ignored or replaced children's labels, and when they did so, children reported proportionately fewer episodic details. Children were highly responsive to the interviewers' language style. Results indicate that appropriately trained interviewers can help children of all ages to provide the specific details often necessary to ensure successful prosecution. Copyright © 2013 John Wiley & Sons, Ltd.     

How Do Body Diagrams Affect the Accuracy and Consistency of Children's Reports of Bodily Touch Across Repeated Interviews?

We examined the amount, accuracy, and consistency of information reported by 58 5‐ to 7‐year‐old children about a staged event that included physical contact/touching. Both 1 and 7 months following the event, children were asked both open and yes/no questions about touch [i] when provided with human body diagrams (HBDs), [ii] following instruction and practice using the HBDs, or [iii] without HBDs. Children interviewed with HBDs reported more information at 7 months, but a high proportion of inaccurate touches. Children seldom repeated touch‐related information across the two interviews and did not incorporate errors made in the 1‐month interview into their open‐ended accounts 6 months later. Asking children to talk about innocuous touch may lead them to report unreliable information, especially when HBDs are used as aids and repeated interviews are conducted across delays that resemble those typical of forensic contexts. Copyright © 2011 John Wiley & Sons, Ltd.     

Children's understanding of religion: Interviews with Arab-Muslim,Asian-Muslim,Christian and Hindu children aged 5–11 years

Research into children's awareness of group differences has been an active area of research for some time, with work focusing on areas such as nationality, ethnicity, gender and religion. The majority of the work in these areas has taken the cognitive-constructivist framework as a background, offering a domain-general approach to all social cognition. This paper reports a qualitative study investigating children's understanding of religion and the importance of religion, broadly following an interview schedule based on Verbit's (1970 Verbit, MF. 1970. “The components and dimensions of religious behaviour: Toward a reconceptualisation of religiosity”. In American Mosaic, Edited by: Hammond, PE and Johnson, B. 124–139. New York: Random House. (Eds.) [Google Scholar]) definition of religion. A semi-structured interview procedure was used with 58 Arab Muslim, Asian Muslim, Christian, and Hindu children aged between 5 and 11 years living in North London. Religion appeared to be highly salient to the children interviewed, and findings suggested that children's religious identity is subject to a complex pattern of influences which cannot be solely explained by either age or cognitive differences.     

Can Counselor Trainees Apply Their Skills in Actual Client Interviews?

The authors compared a skill-based training method (Carkhuff's human relations development model) with a conceptual-based training method by measuring (a) trainees' skill application in actual client interviews and (b) client outcomes. Participants were 14 male and 34 female master's degree trainees. Counseling skills were measured by rating segments of audiotaped sessions with field placement clients. Interrater reliabilities of .94 and above were achieved. A self-report instrument measured client outcome. Although the groups did not differ in responding skills at pretest, the skill-based group exhibited greater skill application in client interviews and superior client outcome ratings at posttest. Results support the use of skill-based training methods to increase trainees' skill application in applied settings.     

Interviews Exploring Emerging Adults’ Everyday Life Gender Norm Experiences,Media Gender Norm Perceptions,and Future Gender Norm Expectations

In a culture where media increasingly permeate everyday life experiences, this study explores where emerging adult interviewees acquire gender norm information and how this information is applied to future gender norm expectations. Qualitative research has considered emerging adults’ future life expectations; however, it has not concurrently explored everyday life gender norm experiences, media gender norm perceptions, and future gender norm expectations in family and career. This study’s 20 in-depth interviews (M age?=?19.05 years) with male and female undergraduate students were analyzed using grounded theory method (GTM). Findings revealed interviewees used everyday life gender norm experiences to support or challenge media gender norm perceptions. The majority of interviewees also perceived media undergoing a “shift” to mirror everyday life gender norm experiences. Additionally, interviewees often discussed childhood everyday life experiences rather than media perceptions when articulating future gender norm expectations. However, while most female interviewees expected to manage future household, childcare, and career responsibilities, male interviewees expected a 50/50 split, to take part in less childcare, and expected future partners to work, contributing to household finances. The discussion considers the ways the interviewees integrated everyday life and media gender norms in conversation, how they may use these realms to shape future expectations, and the consequences that might arise if these expectations are not met.

     

How Accurate are Recruiters' First Impressions of Applicants in Employment Interviews?

The ability of recruiters and laypersons (students) to detect applicant personality traits and deception was studied. Participants viewed mock videotapes of target applicants answering interview questions. They subsequently judged the applicants' personality on the Big Five dimensions. Then, they viewed another videotape with other applicants presenting themselves either truthfully or not, and subsequently guessed which version was truthful. Personality judgments were compared with targets' self‐assessments and peer assessments to create an accuracy score. Both recruiters and students accurately detected applicants' global personality profile. Recruiters were better at this than students. However, students were better at judging the specific traits of openness, extraversion, and conscientiousness, whereas recruiters only accurately detected openness. Recruiters detected lies above chance whereas students did not.     

Assessing DSM–5 Level of Personality Functioning From Videotaped Clinical Interviews: A Pilot Study With Untrained and Clinically Inexperienced Students

Several authors have raised the concern that the DSM–5 Level of Personality Functioning Scale (LPFS) is relatively complex and theory laden, and thus might put high requirements on raters. We addressed this concern by having 22 untrained and clinically inexperienced students assess the personality functioning of 10 female psychotherapy inpatients from videotaped clinical interviews, using a multi-item version of the LPFS. Individual raters’ LPFS total scores showed acceptable interrater reliability, and were significantly associated with 2 distinct expert-rated measures of the severity of personality pathology. These findings suggest that, contrary to the previously mentioned concerns, successfully applying the LPFS to clinical cases might require neither extensive clinical experience nor training.     

Cross-Cultural Differences in the Attitude Toward Applicants’ Faking in Job Interviews

Purpose

This study questions whether applicants with different cultural backgrounds are equally prone to fake in job interviews, and thus systematically examines cross-cultural differences regarding the attitude toward applicants’ faking (an important antecedent of faking and a gateway for cultural influences) on a large scale.

Design/Methodology/Approach

Using an online survey, employees’ (N = 3252) attitudes toward faking were collected in 31 countries. Cultural data were obtained from the Global Leadership and Organizational Behavior Effectiveness project (GLOBE).

Findings

Attitude toward faking can be differentiated into two correlated forms (severe/mild faking). On the country level, attitudes toward faking correlate in the expected manner with four of GLOBE’s nine cultural dimensions: uncertainty avoidance, power distance, in-group collectivism, and gender egalitarianism. Furthermore, humane orientation correlates positively with attitude toward severe faking.

Implications

For international personnel selection research and practice, an awareness of whether and why there are cross-cultural differences in applicants’ faking behavior is of utmost importance. Our study urges practitioners to be conscious that applicants from different cultures may enter selection situations with different mindsets, and offers several practical implications for international personnel selection.

Originality/Value

Cross-cultural research has been expected to answer questions of whether applicants with different cultural backgrounds fake to the same extent during personnel selection. This study examines and explains cross-cultural differences in applicants’ faking in job interviews with a comprehensive sample and within a coherent theoretical framework.

     

The Validity of Unstructured Panel Interviews: More than Meets the Eye?

When considered at the aggregate level, a weak level of validity was found for unstructured panel interviews in the prediction of the job performance and training success of corrections officers. Aggregate analyses also revealed that panel judgments made a small incremental contribution to the prediction of job performance relative to paper credentials and that the two sources of information were only weakly related. However, considerable variation in simple and incremental validity was found at the level of individual panel members and among subgroups of panels. The findings suggest that aggregate analyses underestimate the validity of the typical unstructured panel interview.     

Did Somebody See It? Applying the Verifiability Approach to Insurance Claim Interviews

We examined the application of the verifiability approach to insurance claim interviews. The verifiability approach states that truth tellers and liars differ from each other in terms of the number of details they give that can be verified. Eighty‐three true and false insurance claim statements, related to damage, theft, or loss, were coded in terms of ‘witnesses’ (was the incident witnessed by others) and ‘verifiability’ (the number of perceptual and contextual details provided that could be checked by the investigator). We found that the majority of liars, compared with half the truth tellers, described unwitnessed incidents. This difference between the groups allowed for the detection of liars only. Discrimination between liars and truth tellers based on the verifiability of details was not possible. The implications of these findings are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

“Don't Stigmatize”: The Ironic Effects of Equal Opportunity Guidelines in Interviews

The purpose of the current study was to examine how staffing policies (identity-conscious or identity-blind) and interview structure might lead to stigmatizing behavior, particularly subtle behavior that is not illegal. In a 2 (staffing policy: identity-conscious or identity-blind) × 2 (interview structure: structured or unstructured) factorial design, 87 participants interviewed a Black interviewee for an ostensible study on employment interviews and were led to believe they would interview a second Black interviewee. The results showed that participants guided by the identity-blind policy and using an unstructured interview format chose the largest social distance from Black interviewees in the subsequent interview.     

Why Are Manhole Covers Round? A Laboratory Study of Reactions to Puzzle Interviews

Popularized by Microsoft in the 1990s, the puzzle interview is being used with greater frequency by employers in a variety of industries. The present study was designed to explore applicant reactions to puzzle interviews. 360 participants watched either a puzzle interview or a behavioral interview. The job for which the interviewee was applying was also manipulated. Results showed that participant ratings of several reactions variables were significantly lower for puzzle interviews. The findings were consistent across four different jobs. Implications for the use of puzzle interviews in industry and for future research are discussed.     

Can Nonverbal Cues be Used to Make Meaningful Personality Attributions in Employment Interviews?

Purpose  This study examines the role of personality attributions in understanding the relationships between nonverbal cues and interview performance ratings. Design/methodology/approach  A structured behavioral interview was developed for identifying management potential in a large, national company. Using a concurrent design to validate the interview, managers were interviewed and the interviews were videotaped (n = 110). These videotapes were used as stimuli for raters in this study. Findings  Results indicate that raters can make personality attributions using only one channel of information and these attributions partly explain the relationships between nonverbal cues and performance measures. Furthermore, conscientiousness attributions explain the relationship between visual cues and interview ratings, extraversion attributions mediate the relationship between vocal cues and interview ratings. Neuroticism attributions had a suppressing effect for both visual and vocal cues. Implications   No matter how much an interview is structured, nonverbal cues cause interviewers to make attributions about candidates. If we face this fact, rather than consider information from cues as bias that should be ignored, interviewers can do a better job of focusing on job-related behavior and information in the interview, while realizing that the cues are providing information that must be attended to. Originality/value  This study isolated the sources of information provided to raters to either the vocal or the visual channel to examine their impact individually. A Brunswik lens model shows the potential impact of personality attributions predicting both job and interview performance ratings when both channels of information are used.     

Safety–critical events in everyday cycling – Interviews with bicyclists and video annotation of safety–critical events in a naturalistic cycling study

Research in cycling safety seeks to better understand bicycle-related crashes and injuries. The present naturalistic cycling study contributes to this research by collecting data about bicyclists’ behavior and impressions of safety–critical situations, information unavailable in traditional data sources (e.g., accident databases, observational studies). Naturalistic data were collected from 16 bicyclists (8 female; M = 39.1 years, SD = 11.4 years) who rode instrumented bicycles for two weeks. Bicyclists were instructed to report all episodes in which they felt uncomfortable while riding (subjective risk perception), even if they didn’t fall. After data collection, the bicyclists were interviewed in detail regarding their self-reported safety–critical events. Environmental conditions were also recorded via video (e.g., road surface, weather). In total, 63 safety–critical events (56 non-crashes, 7 crashes) were reported by the bicyclists, mainly due to interactions with other road users – but also due to poorly maintained infrastructure. In low-visibility conditions, vehicle-bicycle and bicycle-bicycle events were the most uncomfortable for the bicyclists. Self-reported pedestrian–bicycle events primarily consisted of pedestrians starting to cross the bicycle path without looking. With one exception, all crashes found in the study belonged to poorly maintained road and infrastructure. In particular, construction work or obstacles in the bicycle path were reported as uncomfortable and annoying by the bicyclists. This study shows how naturalistic data and bicyclists’ interviews together can provide a more informative picture of safety–critical situations experienced by the bicyclist than traditional data sources can.     

The Oral History and Education Project of the International Society for Quality of Life Studies and the Gallup Institute for Global Well-Being: A Way to Honor Distinguished Researchers and to Preserve their Legacies—The Alex Michalos Interviews

The Oral History and Education Project of the International Society for Quality of Life Studies and the Gallup Institute for Global Well-Being is described along with specific, step-by-step procedures and guidelines for planning, conducting, and disseminating oral history and educational interviews with pre-eminent research scientists and exemplars of service to others. An illustrative “case” of interviews with the pre-eminent scholar, Alex Michalos, winner of Canada’s Gold Medal Award and president of Academy II of the Royal Society of Canada is presented. The Project’s goal is to produce oral histories and educational interviews with the top researchers in the fields of quality of life, well-being, social indicators, positive psychology and other sciences, in order to preserve their academic legacies, share their findings worldwide, and encourage a new generation of researchers, scientists, and oral historians. Those conducting these interviews may claim their interviews as publications in the fields of the history and teaching of psychology and sociology and oral history as long as these interviews remain available through a university, academic society, college textbook company, or university archivist. It is hoped that this article will inspire and guide others who may wish to emulate this work.     

Who's Up First? Testing for Order Effects in Structured Interviews Using a Counterbalanced Experimental Design

A growing body of research suggests that, apart from the wording of specific questions, various aspects of the interview process itself may affect the reliability of information provided by research participants. To examine whether the order of presentation of specific diagnostic modules affects the likelihood of subjects' yes/no responses within the Diagnostic Interview Schedule for Children (DISC), the authors used a counterbalanced design, presenting two DISC diagnostic modules to children and their parents in standard or reversed order. Results indicate that the order of module administration exerts effects on the total numbers of symptoms endorsed, level of impairment, and the likelihood of meeting diagnostic criteria, regardless of whether the information is provided by parent or child respondents. Future child and adult assessment measures should take these difficulties fully into account through novel approaches to instrument design and interview procedures.     

How Robust is the Influence of Causal Explanation on Clinical Judgments? Assessments in Structured Clinical Interviews

When causal life-event explanations for disorder symptoms are available, clinicians tend to explain away those symptoms (Ahn, Novick, &; Kim, 2003 Ahn, W., Novick, L. R., &; Kim, N. S. (2003). Understanding behavior makes it normal. Psychonomic Bulletin Review, 10(3), 746–752. doi:10.3758/BF03196541[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]; Meehl, 1973 Meehl, P. E. (1973). Why I do not attend case conferences. In P. Meehl (Ed.), Psychodiagnosis: Selected papers (pp. 225–302). Minneapolis, MN: University of Minnesota Press. [Google Scholar]), eschewing formal diagnostic guidelines such as the DSM-5 (American Psychiatric Association, 2013 American Psychiatric Association [APA]. (2013). Diagnostic and statistical manual of mental disorders (5th ed.). Arlington, VA: American Psychiatric Publishing.[Crossref] , [Google Scholar]). We asked whether this effect is attenuated in the context of a structured diagnostic clinical interview procedure, which deliberately directs evaluators' attention to symptoms alone, or whether it is robust enough to continue to emerge. Across two experiments, lay evaluators given causal life-event explanations for disordered behaviors gave them lower judgments of abnormality and need for treatment compared to evaluators not given such explanations, regardless of whether they used a structured clinical interview. Thus, causal life-event explanations may have significant impact on clinical evaluations regardless of the mode of assessment. Implications for the clinical utility of structured interviews and the role of life-event context in diagnosis and classification are discussed.