SOCIAL COMMUNICATIVE ANXIETY AND THE PERSONNEL SELECTION PROCESS: TESTING THE SIMILARITY EFFECT IN SELECTION DECISIONS

Three studies tested competing predictions about the role of similarity in personnel selection decisions. Previous research suggests a significant role for applicant-selector similarity in the determination of selection decisions. Applicants who are similar to selectors are evaluated, by selectors, more positively than dissimilar applicants. The current investigations found that when the object of similarity is the applicant's and selector's level of anxiety, this relationship fails to appear. Regardless of the selector's own level of anxiety, the high anxious applicant is less positively evaluated than the low anxious one. This effect appears even when the communication demands of the position are specified.     

THE EFFECTS OF COMMUNICATION APPREHENSION ON INTERPERSONAL ATTRACTION

Two studies are reported which indicate that high communication apprehensives are perceived as less interpersonally attractive than low communication apprehensives by members of the opposite sex. Effects of physical appearance and attitude similarity on interpersonal attraction, consistent with previous research, were also observed. It was also found that, in general, the more communication apprehensive the subject the less the subject was attracted to other people.     

Literacy and the Job Training Act: A Survey Study

This study suggests that functionally illiterate high school graduates frequently apply for assistance through the Job Training Act for which they are underprepared. Assisting such individuals has serious implications for the United States as it attempts to compete in a world market requiring an educated and literate work force.     

THE DEVELOPMENT OF A MEASURE OF PERCEIVED HOMOPHILY IN INTERPERSONAL COMMUNICATION

This paper reports the development of a measure of perceived homophily. In both an initial investigation and in four subsequent studies employing samples from diverse populations, four dimensions of response were observed. These dimensions were labeled Attitude, Morality, Appearance, and Background. Additional results indicated that opinion leaders are perceived as more homophilous than non-opinion leaders on the dimensions of Attitude, Morality, and Background. The scales found to measure these dimensions are suggested for consideration by researchers concerned with homophily or interpersonal similarity in human communication.