The nonverbal mediation of self-fulfilling prophecies in interracial interaction

Two experiments were designed to demonstrate the existence of a self-fulfilling prophecy mediated by nonverbal behavior in an interracial interaction. The results of Experiment 1, which employed naive, white job interviewers and trained white and black job applicants, demonstrated that black applicants received (a) less immediacy, (b) higher rates of speech errors, and (c) shorter amounts of interview time. Experiment 2 employed naive, white applicants and trained white interviewers. In this experiment subject-applicants received behaviors that approximated those given either the black or white applicants in Experiment 1. The main results indicated that subjects treated like the blacks of Experiment 1 were judged to perform less adequately and to be more nervous in the interview situation than subjects treated like the whites. The former subjects also reciprocated with less proximate positions and rated the interviewers as being less adequate and friendly. The implications of these findings for black unemployment were discussed.     

How Interviewers Judge Job Applicants: A Qualitative Study

The aim of a job interview is to allow an interviewer to judge whether an applicant will fit into the job at stake. This study investigated how various constructs (for instance, preinterview impressions, professional competencies, and attraction to applicants) influence interviewers’ judgment of applicants. The data were obtained from 49 qualitative interviews with job interviewers about their judgment of applicants. Attraction to the applicant was considered the most important construct in interviewers’ judgment processes, despite the fact that this has little to do with an applicant's job performance. The study argues that interviewers’ judgment processes are problematic, and that this is not due to poor interviewers. Instead, the very concept of the job interview leads to interviewers’ use of problematic constructs. The qualitative approach in the study provides insight into the way in which specific job interviewers judge applicants. Such insight cannot be gained from a quantitative approach, which has traditionally been used in job interview research. Finally, the study will provide a critical discussion of the psychological reasons for job interviewers’ use of problematic constructs in their decision making process.     

Black-White Differences in Nonverbal Behavior in an Interview Setting

The majority of systematic research on nonverbal behavior has used white college students as subjects. The present investigation examined both white and black subjects'nonverbal behavior and also independently varied the race of the person with whom the subject interacted. The experimental setting was an actual employment interview. Twenty black and 20 white female undergraduates were individually interviewed by either a black or white male interviewer. White subjects tended to maintain more visual interaction with interviewers of both races than did black subjects. Moreover, black interviewers were visually interacted with less, and given shorter glances. Racial, in contrast to nonracial, questions elicited longer glances; and subjects hesitated longer before answering them.     

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 use of indigenous interviewers in a study of latino men who have sex with men: A research note

The use of indigenous researchers has long been practiced in ethnographic research; a similar use of indigenous personnel has not been as commonly undertaken in interview studies of men who have sex with men (MSM). This research note reports on the use of indigenous interviewers in a study of Latino MSM’s perceptions about sexual relationships and behaviors. The full study explores sexual relationships among Latino MSM, and HIV risk behaviors undertaken by a population of MSM residing in a community in southern California. This research note describes both the strengths and limitations that arise from employing indigenous interviewers for improving the overall quality of sensitive data. Benefits discussed include improved access to an otherwise highly restricted group, enhanced rapport-building capabilities, and greater understanding of language unique to the study population. Limitations discussed include the use of previously untrained interview personnel and age and gender issues.     

Power and speed components of individual differences in letter matching

Several previous studies have reported a correlation (typically around −.30) between standardized verbal ability test scores and name identity minus physical identity reaction times (NI-PI) in a letter-matching task. This correlation has usually been thought to reflect the mutual dependence of both measures on long-term memory access time. The present research was designed to assess Carroll's (1981) suggestions that: (a) NI — PI may not be the optimal formula for predicting standardized test scores from letter matching data, and (b) NI — PI may actually be related to the speed rather than the power component of standardized tests. Fifty-one subjects previously tested with a standardized reading test participated in letter-matching and word-reading tasks. The latter tasks required subjects to read words and specially constructed pseudowords. Power and speed measures were derived from the word-reading tasks and the standardized test on theoretical grounds (and supported by a principal components analysis). The results supported both of Carroll's contentions. NI — PI reaction time was related more to speed than power and the NI — PI statistic (as usually used) was not the optimum formula for predicting standardized test scores.     

INTERVIEWER VALIDITY AND RELIABILITY: AN INDIVIDUAL ANALYSIS APPROACH

Interviewer reliability, validity, and strategy for information integration were studied by analysis of data across interviewers and, also, by within, individual interviewer analysis. Candidates ( N = 412) for selection to a military division of a national defense organization were interviewed by 10 female interviewers and assessed on nine behaviorally anchored dimensions. Candidates ( N = 131) subsequently admitted to officers' training school were evaluated, for the purposes of this study, on 19 dimensions and on an overall evaluation taken at six and twelve week points. Results of analyses of data across interviewers indicated that interviewers functioned in a similar fashion, using few of the dimensions in their decisions whereas analyses of individual interviewers indicated higher reliability and individual differences among interviewers' strategy formation. Analysis across interviewers of the relationship of the interview decision to six and twelve week training performance evaluations indicated no validity for the interview decision. Analysis of individual interview strategies revealed differences among the interviewers only at the six week point. Results are discussed with regard to methodological problems, interview strategy differences, criteria dimensionality, fruitfulness of individual, within interviewer analyses, and purpose of the interview.     

How I got Started: Drawn Into the Life of Crime: Learning from,by, and for Child Victims and Witnesses

In this paper, the author describes the origins of a research programme focused on children's testimony, noting that it was prompted initially by a focus on the effects of abuse. Growing evidence of failed communication between researchers and investigative interviewers led his research group to develop a detailed guide, based on extensive research, which forensic interviewers could use to structure their interactions with alleged victims, offenders and witnesses. Considerable research has since documented the value of that tool, and it has also been instrumental in research exploring children's communicative and cognitive development. Copyright © 2014 John Wiley & Sons, Ltd.     

Another look at confirmatory strategies during a real interview

In two experiments, it is shown that interviewers bias to a larger extent their questions towards their hypothesis when they interact with an interviewee than when they only prepare questions for a future interview. Also more biased questions are asked at the beginning of the interview than at the end. This does not seem to be due to the certainty entertained by the interviewers about their hypothesis. More likely, it appears that biased questions have an adaptative value and that they smooth the interview. All in all, our subjects were not especially concerned with diagnosticity.     

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.     

Self‐Reported Current Practices in Child Forensic Interviewing: Training,Tools, and Pre‐Interview Preparation

In child sexual abuse investigations, forensic interviewers within the Child Advocacy Center (CAC) model serve as neutral fact‐finders for a team of professionals tasked with investigating and intervening in cases of alleged child sexual abuse. Although empirical evidence has led to the development of best‐practice techniques and protocols, there is currently no universally adopted protocol in the field. The present research gathered detailed information from a national sample of real‐world child forensic interviewers about their training and current practices, with a specific focus on assessing the information interviewers typically review prior to conducting child forensic interviews. Most notably, the survey revealed a lack of uniformity in interviewing protocols adopted and pre‐interview preparation practices. Although rare, some interviewers reported using an allegation‐blind interviewing approach, highlighting the need for future research on this and other under‐studied techniques. Copyright © 2017 John Wiley & Sons, Ltd.     

INDIVIDUAL DIFFERENCES IN INTERVIEWER RATINGS: THE IMPACT OF STANDARDIZATION, CONSENSUS DISCUSSION, AND SAMPLING ERROR ON THE VALIDITY OF A STRUCTURED INTERVIEW

This research investigated empirical issues regarding the validity of individual interviewers'( N = 62) ratings collected after a structured interview. Each interviewer rated an average of 25 interviewees. One hypothesis examined but not supported was that systematic interviewer errors will attenuate interview validity when data are aggregated across interviewers. Also investigated was the validity of ratings averaged across interviewers compared to consensus ratings; consensus ratings were shown to have significantly but probably not practically higher validities. Third, a meta-analysis of individual interviewer validities revealed that all of the variance in validities could be attributed to sampling error. Results and implications are discussed.     

Personality moderators of interpersonal expectancy effects: Replication of Harris and Rosenthal (1986)

Personality moderators of interpersonal expectancy effects were examined in a replication and extension of the findings of Harris and Rosenthal (1986). Twenty-eight undergraduates, assigned the role of “interviewer,” interacted with 89 undergraduates during several 15-min getting acquainted sessions. Interviewers had been led to believe that the subjects they were interviewing were extremely high, average, or extremely low with respect to shyness. Prior to the sessions, all subjects completed a battery of personality measures. Analyses suggested mixed support for an interviewer expectancy effect, with stronger bias effects being found for interviewers given Shy vs Average expectancies than for those given Not Shy vs Average expectancies. Greater bias effects were found for interviewers who scored higher on PRF Achievement, Order, self-rated expressiveness and lower on self-rated shyness. Interviewees who scored higher on Achievement, Dogmatism, Endurance, and Cognitive Structure showed significantly lower bias effects. These findings are interpreted as indicating the importance of the rigidity of cognitive schemas in determing whether or not an expectancy effect will occur.     

Effects of procedure and outcome accountability on interview validity

This study tested effects of holding interviewers accountable for either the procedure they follow to make interview judgments (procedure accountability) or the accuracy of their judgments (outcome accountability) on interview validity. Undergraduates (N = 338) simulated employment interviewers in an experiment that crossed 2 levels of procedure accountability with 2 levels of outcome accountability. They watched videotapes of 60 managers answering an interview question and rated the managers on leadership potential. The dependent variable was the correlation between their interview judgments and supervisory ratings of the managers' actual leadership performance on the job. Results showed that procedure accountability increased interview validity and outcome accountability lowered it. Participants' apparent attentiveness fully mediated effects of procedure accountability on interview validity.     

Effects of disability and bereavement on the mental health and recovery of older adults

We investigated the role of two major stressors, recent disability and conjugal bereavement, in older adults' self-reports of mental health and recovery from stress. A sample of 246 older adults between the ages of 60-80 was interviewed monthly for 3 months by trained elderly interviewers; Month-10 interview data were also analyzed. Control subjects, who were not experiencing the stressors, were carefully selected from a sample of adults matched on age, sex, and socioeconomic status. Dependent variables were psychological distress and psychological well-being, each with component subscales. The disabled group evidenced significantly lower positive well-being and significantly greater distress than did the other groups. Bereaved subjects demonstrated high levels of depression compared with the disabled subjects, but showed less anxiety. Bereaved subjects showed recovery on several indicators of mental health, but disabled subjects continued to show considerable psychological upset in comparison with the other groups.     

Implicit sources of bias in employment interview judgments and decisions

This study empirically examined implicit sources of bias in employment interview judgments and decisions. We examined two ethnic cues, accent and name, as sources of bias that may trigger prejudicial attitudes and decisions. As predicted, there was an interaction between the applicant name and accent that affected participants’ favorable judgments of applicant characteristics. The applicant with the ethnic name, speaking with an accent, was viewed less positively by interviewers than the ethnic named applicant without an accent and non-ethnic named applicants with and without an accent. Furthermore, modern ethnicity bias had a negative association with the favorable judgments of the applicants, which, in turn, affected hiring decisions. Implications of the results, limitations of the study, and directions for future research are discussed.     

Development of intra- and interlingual interference in bilinguals

Developmental changes in intra- and interlingual interference were followed in 74 German-Swedish bilingual and 15 trilingual subjects using Stroop tasks for vision. The results provide evidence that the differential pattern of interference is mainly determined by language usage. Intra- and interlingual interference follow language dominance patterns in an everchanging process; hence, it is the point of measurement that determines whether equivalent or different amounts of interference are obtained. Stimuli characteristics determine points of language balance but are—like cognitive capabilities—of minor importance for the differential pattern of interference. Stroop task performance cannot be taken as evidence for or against the interdependence hypothesis of bilingual storage, since the Stroop situation does not permit one language to be turned off. Prolonged response times in multilinguals, found in this study, are more congruent with the interdependence hypothesis. By providing this developmental perspective, the current findings can explain previous contradictory results.This research was supported by the Bank of Sweden Tercentenary Foundation. It was reported in a paper presented at the 3rd International Conference on Psycholinguistics and Foreign Language Learning, Åbo, Finland, October 25–6, 1982.     

The relationships between child and forensic interviewer behaviours and individual differences in interviews about a medical examination

This study examined the interviewing process between professional forensic interviewers and their “mock” child witness. Fifty-eight preschool children participated in a medical examination, and were later interviewed by an experienced forensic interviewer (n = 15) about this event. Interviews were coded with mutually exclusive and exhaustive coding schemes that captured interviewers and child behaviours in a temporally organized manner. To evaluate the relationship between interviewers' and children's individual differences measured prior to the interview and the interview outcomes (i.e., questions asked, child interview behaviour), all child participants were tested with relevant cognitive and behavioural measures, and all adult interviewers were tested with personality measures. Results showed that leading questions were more often followed by simple assents and denial than expected. Interviewers did not remain consistent from question to subsequent question, but children's response type was predictable from response to subsequent response. Children's and adults' individual differences measured prior to the interview predicted some of the adults' interviewing behaviours and some of children's own response behaviours during the interview. Mediation modelling evinced that more self-controlled interviewers posed more recommended questions and elicited more assents with details from the children. We discuss the results in relation to established views of recommended interview practice and to theories of suggestibility.     

Social intelligence and interview accuracy: Individual differences in the ability to construct interviews and rate accurately

This research examined differences in interviewers’ ability to identify effective interview questions and to accurately rate interviewees’ responses. Given the theoretical association between these interview activities and the construct of social intelligence (SI), a performance‐based measure of SI was developed utilizing situational judgment test methodology. The initial step was to examine evidence of the psychometric properties and construct validity of the new SI measure. The SI measure, a test of general mental ability (GMA), and a personality inventory were then used to examine aspects of rater performance. Participants chose a set of interview questions and viewed interviewee responses during a videotaped interview. Results showed that people higher in SI and GMA chose interview questions judged by experts to be superior and were more accurate in rating interviewee responses. The SI measure explained variance beyond GMA and outperformed a trait‐based SI measure. Implications for the selection and training of interviewers are discussed.     

Gender and response effects in telephone interviews about gender characteristics

This study investigates the effect of gender on responses to questions about sex role orientations. Literature on gender effects in survey interviews, job interviews and counseling studies, and experiments leads to hypotheses that male interviewers will elicit more response effects than female interviewers, especially from females; that female respondents will show desirability effects more than males; and that respondents, especially female respondents, will disclose liberal orientations more to female than to male interviewers. Findings show that male interviewers do not elicit more response effects, especially among females, and there seem to be desirability effects operating instead of conformity effects, especially for female interviewers. Females, and low-power, highly educated males exhibit more liberal responses to female interviewers. This study demonstrates that in areas where interviewer—respondent question content is related to salient dimensions, response effects are observed and constitute potentially damaging sources of error.