ARE HIGHLY STRUCTURED JOB INTERVIEWS RESISTANT TO DEMOGRAPHIC SIMILARITY EFFECTS?

This study examines the extent to which highly structured job interviews are resistant to demographic similarity effects. The sample comprised nearly 20,000 applicants for a managerial-level position in a large organization. Findings were unequivocal: Main effects of applicant gender and race were not associated with interviewers’ ratings of applicant performance nor was applicant–interviewer similarity with regard to gender and race. These findings address past inconsistencies in research on demographic similarity effects in employment interviews and demonstrate the value of using highly structured interviews to minimize the potential influence of applicant demographic characteristics on selection decisions.     

Birds of a feather sit together: physical similarity predicts seating choice

Across four studies, people sat (or reported they would sit) closer to physically similar others. Study 1 revealed significant aggregation in seating patterns on two easily observed characteristics: glasses wearing and sex. Study 2 replicated this finding with a wider variety of physical traits: race, sex, glasses wearing, hair length, and hair color. The overall tendency for people to sit beside physically similar others remained significant when controlling for sex and race, suggesting people aggregate on physical dimensions other than broad social categories. Study 3 conceptually replicated these results in a laboratory setting. The more physically similar participants were to a confederate, the closer they sat before an anticipated interaction when controlling for sex, race, and attractiveness similarity. In Study 4, overall physical similarity and glasses wearing similarity predicted self-reported seating distance. These effects were mediated by perceived attitudinal similarity. Liking and inferred acceptance also received support as mediators for glasses wearing similarity.     

THE EFFECT OF SEX SIMILARITY ON RECRUITERS' EVALUATIONS OF ACTUAL APPLICANTS: A TEST OF THE SIMILARITY-ATTRACTION PARADIGM

The present study examined the effect of sex similarity on recruiters' evaluations of actual applicants in campus interviews and tested whether perceived similarity and interpersonal attraction mediated this effect. Structural equation modeling was performed on data from 476 campus interviews. The results revealed complex effects of sex similarity on recruiters' decision processes. Perceived similarity and interpersonal attraction mediated the effect of sex similarity on female recruiters' assessments of applicants' qualifications. Unexpectedly, female recruiters saw male applicants as more similar to themselves and more qualified than female applicants. For male recruiters, interview outcomes were not affected by sex similarity. Social identity theory, which suggests that the status associated with demographic characteristics may influence the nature of demographic similarity effects, provides a possible explanation for the findings.     

Differential effects of ethnic membership, sex, and occupation on the California Psychological Inventory

This study investigated the effects of race, sex, and occupation on college students' responses to the California Psychological Inventory. Analyses of variance of the standard CPI scales indicated numerous race, sex, and race X sex effects. A comparison of the results of factor analyses of the responses of black and white subjects (within each sex) indicated a similarity in factor structure between the two female groups, but not for the two male groups. These findings suggested that, due to these major differences in scale means and factor structure, care be taken in interpreting scores from the CPI when they are obtained from nonwhite populations.     

Age,Race, and Sex Similarity to Candidates and Voting Preference1

One thousand five hundred and seven voters aged 18 to over 75 from many different geographical areas were presented with pairs of candidates in a simulated mayoral election who differed in sex, race, or age and were asked to “vote.” Results confirmed the conclusions of previous research on undergraduate students (Sigelman & Sigelman, 1982), which found a stronger effect of the age of candidates than of either their sex or their race on voting, and also demonstrated race and sex similarity effects in voting preference. The present study also demonstrated a significant age-similarity effect. Voters over 65 showed a marked “reverse ageism” effect, actively preferring the older of any pair of candidates that differed significantly in age. Complex effects of the race and sex of experimenters on voting preference, interpreted as salience effects, were also obtained. Implications for actual electoral outcomes in the situation of an aging population are discussed.     

A FIELD STUDY OF JOB APPLICANT INTERVIEW PERCEPTIONS, ALTERNATIVE OPPORTUNITIES, AND DEMOGRAPHIC CHARACTERISTICS

A field study was conducted to examine several factors related to young job applicants, their reactions to job interviews, and their intentions to accept a job if offered. Immediately following their interviews, 422 applicants voluntarily responded to questionnaires concerning the interview, parents' and friends' pressure for them to take the job, alternative job opportunities, and behavioral intentions to accept the job. Applicants who responded more favorably to their interviewers felt somewhat more positive about taking a job in the recruiting organization. Perceived alternative job opportunities moderated the relationship between reactions to the job and acceptance intentions. Multivariate effects were found for applicant sex, applicant race, and interviewer sex on reactions to the interviewer and the interview. Further research on the role of parental and peer pressure on job acceptance among young workers is suggested, as is the moderating role of alternative opportunities. The implications of race and sex differences in interview reactions are also discussed.     

What are the odds? How demographic similarity affects the prevalence of perceived employment discrimination

Because research is needed to identify the conditions that facilitate or impede the prevalence of perceived workplace discrimination, the authors examined the effects of demographics and demographic similarity on the prevalence of sex- and race/ethnicity-based perceived workplace discrimination. Results from a national survey of 763 full-time, United States employees show perceived sex-based discrimination at work was more prevalent among female than male employees, and perceived race-based discrimination at work was more prevalent among Black and Hispanic than White employees. Additionally, perceived racial/ethnic discrimination was less prevalent among those with same-race/ethnicity supervisors. The effect of employee-coworker sex similarity on perceived sex discrimination was significant only for women, and the effects of supervisor-subordinate racial similarity on the prevalence of perceived racial discrimination varied between Black and White respondents, depending on employee-residential-community racial similarity.     

Job search methods,job search outcomes,and job satisfaction of college graduates: a comparison of race and sex

A nationally representative sample of college graduates (N =11,152) were surveyed regarding their job‐seeking behaviors and outcomes. Race and sex differences among the job search strategies used, number of job interviews, number of job offers, annual salary, and job satisfaction were examined. Results indicated significant race and sex differences in job search methods used. There were significant differences in underemployment and job satisfaction as a function of race, and in underemployment and annual salary as a function of sex. There were no significant differences in number of job interviews or job offers regardless of race or sex.     

Employment Interview Reliability: New meta‐analytic estimates by structure and format

This study sought to provide an update on evidence regarding the interrater reliability of employment interviews. Using a final dataset of 125 coefficients with a total sample size of 32,428, our results highlight the importance of taking all three sources of measurement error (random response, transient, and conspect) into account. For instance, the mean interrater reliability was considerably higher for panel interviews than for separate interviews conducted by different interviewers (.74 vs. .44). A strong implication of our findings is that interview professionals should not base perceptions of the psychometric properties of their interview process on interrater estimates that do not include all three sources. A number of directions for future research were identified, including the influence of cues in medium structure panel interviews (e.g., changes in tone or pitch) and the lower than expected reliability for highly structured interviews conducted separately by different interviewers.     

Assessing children's social skills: Validation of the Behavioral Assertiveness Test for Children (BAT-C)

The present study assessed the relationship between specific child responses on the Behavioral Assertiveness Test for Children (BAT-C) and sociometric indices obtained from peers. Fourth and fifth graders completed peer nominations of their best friends and the children they most admired, peer ratings of likeability, and the BAT-C. Sociometric status was determined by classifying each child as either high or low on peer nominations and peer ratings. Examination of the effects of sociometric status as moderated by race and sex revealed several significant differences in BAT-C responses. Children who were more highly liked or were often named as best friends were significantly less compliant. Differential responding on several additional verbal categories was observed as a function of the interaction between sociometric status and race and/or sex. These findings not only demonstrate the validity of several response categories observed on the BAT-C, but also suggest that in social skills training, different component responses may be targeted across child populations.The authors wish to express their appreciation to Jean Birbilis, Candace Conley, Tony Genoff, Marieta Knopf, and Donna Wadley for their assistance in data collection and analysis.     

THE INCREMENTAL VALIDITY OF INTERVIEW SCORES OVER AND ABOVE COGNITIVE ABILITY AND CONSCIENTIOUSNESS SCORES

Recent research has suggested that scores on measures of cognitive ability, measures of Conscientiousness, and interview scores are positively correlated with job performance. There remains, however, a question of incremental validity: To what extent do interviews predict above and beyond cognitive ability and Conscientiousness? This question was addressed in this paper by (a) conducting meta‐analyses of the relationships among cognitive ability, Conscientiousness, and interviews, (b) combining these results with predictive validity results from previous meta‐analyses to form a “meta‐correlation matrix” representing the relationships among cognitive ability, Conscientiousness, interviews, and job performance, and (c) performing 9 hierarchical regressions to examine the incremental validity of 3 levels of structured interviews in best, actual, and worst case scenarios for prediction. Results suggested that interview scores contribute to the prediction of job performance over and above cognitive ability and Conscientiousness to the extent that they are structured, with scores from highly structured interviews contributing substantially to prediction. Directions for future research are discussed.     

Being liked is more than having a good personality: The role of matching

Is possession of desirable personality characteristics the only predictor that someone will be well-liked in a group of acquaintances, or does similarity to others in the group also matter? We tested participants (n = 844) who had been assigned to peer groups and had spent 6 weeks together. Participants assessed self and peer personalities. We found that after controlling for attributions of desirable and undesirable personality characteristics, individuals with similar personality patterns liked each other more than individuals with dissimilar patterns. Further analysis revealed similarity of basic demographic attributes (i.e., sex and race) predicted liking independent of personality similarity. Results provide a comprehensive analysis of relations between personality similarity and liking among acquaintances in a randomized, naturalistic design.     

Acceptance of Structured Diagnostic Interviews for Mental Disorders in Clinical Practice and Research Settings

The objective of this study was to investigate the acceptance of structured diagnostic interviews in clinical practice, as well as research, settings. Using the Diagnostisches Interview bei Psychischen Störungen (the modified and extended German version of the Anxiety Disorders Interview Schedule for DSM-IV), 10 certified interviewers conducted 183 structured interviews in different inpatient, outpatient, and research settings in Switzerland and Germany. After each interview, patients and interviewers filled out a questionnaire asking for their evaluation of the interview. Patients' and interviewers' reactions to the interview were highly positive. On a scale measuring overall satisfaction with the interview (0 = not at all satisfied, 100 = totally satisfied) the mean patient rating was 86.55 (SD = 13.18), and the mean interviewer rating was 85.82 (SD = 12.84). The procedure used by the interviewer was rated by 142 (78.5%) patients as being helpful, and 176 (96.7%) rated the relationship as being positive. Less than 16% of the interviews were described as exhausting by the patients and interviewers. A majority of the interviewers (92.6%) indicated that during the interview they could respond adequately to the patient. The results of this study indicate that structured diagnostic interviews are highly accepted by interviewers and patients in a variety of settings. These findings, together with the existing evidence of the reliability and validity of structured interviews, should encourage their use in the diagnostic process, in outpatient and inpatient clinical settings as well as in research studies.     

The Influence of Videoconference Technology and Interview Structure on the Recruiting Function of the Employment Interview: A Field Experiment

This field experiment examined whether interview medium and interview structure affects the attractiveness of organizations, interviewer friendliness and performance. Attractiveness ratings of 25 organizations were provided by 92 real job applicants, assigned to either a face–to–face (FTF) or a videoconference (VC) interview. An interview medium X structure interaction showed FTF applicants were attracted most to organizations who conducted their interviews with less structure, while VC applicants were more attracted to organizations using structured interviews. Interview structure had no effect on applicants’ perception of the interviewer’s performance; however, interviewers’ performance was rated higher for FTF than VC interviews. Applicants were more satisfied with their FTF performance in less structured interviews and more satisfied with their VC performance in highly structured interviews.     

The sex by race interaction in cognitive measures

Data consisting of 79 cognitive measures from Project TALENT for 100,000 white and black high school students have been analyzed for possible race by sex interactions. Control variables included geographical area, grade in high school, and socio-economic class. Race by sex interactions are largest when socioeconomic class is controlled and are highly related to the size of the main effect of sex as well. White boys and girls differ more than black boys and girls whether the overall sex difference favors males or females. Sex by grade and, to a lesser extent, sex by area interactions were also moderately large and consistent with the size of the main effect of sex. Since there are no consistent relationships with other main effects, and since the measures producing sex differences also tend to produce the interactions, it is concluded that sex differences and the interactions with sex share the same causes. Differences between these results and those of Jensen are also discussed.     

Sex-role attitudes: A comparison of sex-race groups

This study investigated the differences in the three dimensions of sex-role attitudes among four sex-race groups and also the ability of sex and race jointly to condition the effects of background characteristics on these attitudes. In a sample of 409 college students significant differences were found on all three dimensions of sex-role attitudes between the two sex groups, but not between the two racial groups, implying that gender is the most significant variable in eliciting differences in sex-role attitudes. Stepwise multiple regression analysis did not find a single common predictor to explain the variance in the wife role, the mother role, and the father role for the four sex-race group models. Some predictors were found in common in the four models explaining the variance in three dimensions of sex-role attitudes when the effects of sex and race were examined separately. However, the interaction of race and sex in conditioning the effect of background variables on the sex-role attitudes was quite different for each of the four sex-race subsamples.     

Development of a structured psychiatric Interview for children: Agreement on diagnosis comparing child and parent interviews

Similar structured diagnostic interviews about the child were given by different interviewers to a cohort of 307 mother-child pairs. A diagnosis was made by computer on each interview, using specified criteria. Diagnoses on mother-child interviews were compared using the kappa statistic. Kappas of .30 or higher were found for the diagnosis of antisocial personality, conduct disorder, enuresis, mixed behavior-neurotic disorder, and possible depression. Comparisons were made for sex and age. Possible depression and enuresis were diagnosed reliably at all age levels and for both sexes. The limitations of the interview and diagnostic system used are discussed. The findings support the need for further efforts to develop diagnostic research interviews for use with children and adolescents.     

Differential construct validity of a preschool battery for blacks,whites, males,and females

Seven major preschool tests were administered to a group of 322 kindergarten children. Scaled scores from the instruments were submitted to principal factoring, with iterations for the total sample and separately by race/sex groupings. The average intercorrelation of the pretests was similar across race and sex. A two-factor solution of the battery was derived for the total group and for each of the four subgroups (WF, WM, BF, BM). The two-factor solution was highly similar across race and sex, as indicated by the large coefficients of congruence obtained between factors derived within each group, thus supporting the equivalence of internal psychometric properties of the battery across race and sex. No evidence was determined to support sexual or racial dimorphism in the early structure of cognitive abilities.     

Predicting face similarity judgements with a computational model of face space

Current models of face representation involve the notion of a high-dimensional face space. Computational models of face space based on principal components analysis (PCA) have been successfully used to predict human judgements of face sex or race. In this work the capability of PCA-based face spaces to predict human judgements of face similarity is examined. Three different paradigms were used. In Experiment 1 subjects learned face-name associations for 18 faces and identified these faces on tachistoscopic presentation. The number of confusions was used as a measure of face similarity. In Experiment 2 the same subjects subjectively rated the similarity of all 153 possible face pairs. In Experiment 3 reaction time to identify a face in an odd-man-out task was measured as an index of face similarity. These empirical measures were correlated with distance of the faces in PCA-based spaces of different dimensionalities. For Experiments 1 and 2 these correlations were highest for one-or two-dimensional face spaces (r=−0.27 vs. −0.28). For Experiment 3 the correlation was highest for a space consisting of 13 dimensions (r=−0.51). Thus PCA-based spaces seem capable to predict human similarity judgements to some extent. Possible reasons for the differences in predictability between paradigms are discussed.