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Measuring Job Interview Anxiety: Beyond Weak Knees and Sweaty Palms
Abstract
A multidimensional measure of interview anxiety, called the Measure of Anxiety in Selection Interviews (MASI), was developed using a student sample (N= 212) and tested using a sample of job applicants in a field setting (N= 276). The MASI goes beyond the measurement of “weak knees” and “sweaty palms” by providing an assessment of 5 interview anxiety dimensions: Communication, Appearance, Social, Performance, and Behavioral. The psychometric properties of the scales were strong and confirmatory factor analyses supported the a priori structure. In addition, substantial evidence for the concurrent, discriminant, criterion-related, and incremental validity of the MASI was obtained. Moreover, a multiple correlation of .34 was found for the 5 MASI scales in the prediction of interview performance. The development of the MASI has important implications for the field, as it may provide the foundation for future research on job interview anxiety, guide interview anxiety treatment programs, and promote the enhancement of job interview validity.
... Bu doğrultuda McCarthy & Goffin (2004) mülakat kaygısını 'işe başvuranlarda iş görüşmesi durumlarında nispeten istikrarlı olan gerginlik veya endişe duygularını' kapsayan "duruma özgü" bir özellik olarak tanımlamıştır (s. 616). ...
... Mülakatlara yönelik kaygının temellendirilmesinde teorik altyapının eksikliğinde, McCarthy & Goffin (2004) Seçim Mülakatlarında Kaygı Ölçeği'ni (MASI) oluşturmak için genel kaygı, sınava girme kaygısı ve etkileşim kaygısı üzerine önceki araştırmalardan referans almıştır. Yazarlar bir iş görüşmesinde ortaya çıkan kaygının beş boyuttan oluştuğunu tespit etmiştir. ...
... Açımlayıcı Faktör Analizinde elde edilen yapının doğrulanması için Doğrulayıcı Faktör Analizi yapılmıştır. İlk olarak McCarthy & Goffin (2004)'ün çalışmasında olduğu gibi, mülakat kaygısının tek boyutlu bir yapı sergileyip sergilemediği test edilmiş ve modelin iyi uyum sağlamadığı görülmüştür. Devamında gerçekleştirilen dört faktörlü analiz ise, MASI-T'nin dört faktörlü yapısının genel olarak kabul edilebilir bir uyum sağladığını göstermektedir. ...
The main aim of this study is to determine the psychometric properties of MASI (Measure of Anxiety in Selection Interviews) in a sample group in Turkey. A total of 782 participants were reached in the research. Participants who left 5% or more of the survey
questions blank (n = 176) and those who had no prior internship/job interview experience (n = 158) were not included in the data analysis. The final sample consisted of 448 participants
(252 female, 196 male) with ages ranging from 18 to 63 ( X̄= 29.04, SD = 9.99). Participants
were administered the Liebowitz Social Anxiety Scale, Communication Anxiety Scale (CAS24), and Anxiety Scale in Selection Interviews (MASI). Exploratory and confirmatory factor
analysis were applied to determine the construct validity of the scale. The findings of the exploratory factor analysis indicated that MASI-Turkish (MASI-T) consisted of 30 items and 4 factors. These factors were named communication anxiety, social-appearance anxiety, performance anxiety, and behavioral anxiety. It was found that the factors explained 58% of the variance. The factor loadings of the scale items ranged from .34 to .78. After the exploratory factor analysis, the confirmatory factor analysis showed that the model adequately fit a four-factor solution (CFI = .91, NFI = .87, GFI = .86, IFI = .91, AGFI=.83, TLI = .91, and RMSEA = .061). High levels of correlation were found between the scale and the other two scales in criterion-related validity. The internal consistency coefficient of the scale was found to be .95. The internal consistency coefficients for each anxiety dimension were as follows: communication = .81, social-appearance = .91, performance = .89, and behavioral = .85. Additionally, the findings indicated that females and individuals currently not employed exhibited higher levels of anxiety compared to males and currently employed participants. Age and subjective performance evaluation in the last interview were negatively correlated with anxiety scores. These results demonstrate that MASI-T is a valid and reliable measurement tool
... Of these potential negative emotional reactions, interview anxiety may be pivotal. Interview anxiety is characterized by applicants' apprehension and nerves surrounding aspects of communication, appearance, social, performance and behaviours experienced in a job interview (McCarthy & Goffin (2004). Interview anxiety threatens the validity of interviews by decreasing candidate scores in the interview, despite not being associated with on the job performance (Powell et al., 2018). ...
... Interview anxiety threatens the validity of interviews by decreasing candidate scores in the interview, despite not being associated with on the job performance (Powell et al., 2018). As well, interview anxiety can often lead applicants to self-select out, thereby eroding the size and quality of the applicant pool (McCarthy & Goffin, 2004). Additionally, AVIs present new challenges that can cause additional anxiety (e.g., connection issues, where to make eye-contact; Constantin et al., 2021). ...
... participants proceeded to answer the post-interview items including interview anxiety (hereafter referred to as "interview anxiety") that referred to their experience in the interview (consistent with McCarthy & Goffin, 2004), negative self-thought items (Heimberg et al., 1986), focus of attention (Woody, 1996), interview self-efficacy (Tay et al., 2006), and interview motivation (Arvey et al., 1990). ...
We examined the effectiveness of interview anxiety reduction interventions in an asynchronous video interview (AVI) setting. Using an experimental design (N = 218) with undergraduate students completing a mock AVI, we tested the effectiveness of two interventions (compared to a control group) and how they affected interview anxiety, and mediating mechanisms, and other relevant outcomes – interview faking, procedural justice, and performance. Findings demonstrated that the anxiety interventions were able to reduce interview faking and negative self-thoughts.
... Bu doğrultuda McCarthy & Goffin (2004) mülakat kaygısını 'işe başvuranlarda iş görüşmesi durumlarında nispeten istikrarlı olan gerginlik veya endişe duygularını' kapsayan "duruma özgü" bir özellik olarak tanımlamıştır (s. 616). ...
... Mülakatlara yönelik kaygının temellendirilmesinde teorik altyapının eksikliğinde, McCarthy & Goffin (2004) Seçim Mülakatlarında Kaygı Ölçeği'ni (MASI) oluşturmak için genel kaygı, sınava girme kaygısı ve etkileşim kaygısı üzerine önceki araştırmalardan referans almıştır. Yazarlar bir iş görüşmesinde ortaya çıkan kaygının beş boyuttan oluştuğunu tespit etmiştir. ...
... Açımlayıcı Faktör Analizinde elde edilen yapının doğrulanması için Doğrulayıcı Faktör Analizi yapılmıştır. İlk olarak McCarthy & Goffin (2004)'ün çalışmasında olduğu gibi, mülakat kaygısının tek boyutlu bir yapı sergileyip sergilemediği test edilmiş ve modelin iyi uyum sağlamadığı görülmüştür. Devamında gerçekleştirilen dört faktörlü analiz ise, MASI-T'nin dört faktörlü yapısının genel olarak kabul edilebilir bir uyum sağladığını göstermektedir. ...
Bu çalışmanın temel amacı, Türkiye'deki bir örneklem grubunda MASI'nin (Measure of Anxiety in Selection Interviews) psikometrik özelliklerini belirlemektir. Araştırmada toplam 782 katılımcıya ulaşılmıştır. Anket sorularının %5’i ve daha fazlasını boş bırakan (n = 176) ve daha önce sta j/iş mülakatı deneyimi olmayan (n = 158) katılımcılar veri analizine dâhil edilmemiştir. Nihai örneklem, yaşları 18 ile 63 arasında değişen ( X̄ = 29.04, SS = 9.99) 448 katılımcıdan (252 kadın, 196 erkek) oluşmaktadır. Katılımcılara Seçim Mülakatlarında Kaygı Ölçeği (MASI), Liebowitz Sosyal Kaygı Ölçeği ve İletişim Kaygısı Ölçeği (İKÖ-24) uygulanmıştır. Ölçeğin faktör yapısını belirlemek için açımlayıcı ve doğrulayıcı faktör analizi uygulanmıştır. Açımlayıcı faktör analizi bulguları, MASI-Türkçe (MASI-T)’nin 30 madde ve 4 faktörden oluştuğunu göstermiştir. Bu faktörler iletişim kaygısı, sosyal-görünüm kaygısı, performans kaygısı ve davranışsal kaygı olarak isimlendirilmiştir. Faktörlerin varyansın %58’ini açıkladığı tespit edilmiştir. Ölçek maddelerinin faktör yük değerlerinin ise .34 ile .78 arasında değiştiği görülmüştür. Açımlayıcı faktör analizinden sonra yapılan doğrulayıcı faktör analizinde verinin modele kabul edilebilir düzeyde uyum gösterdiği tespit edilmiştir (CFI = .91, NFI = .86, GFI = .86, IFI = .91, AGFI=.83, TLI = .90, ve RMSEA = .061). Ölçeğin ölçüt bağıntılı geçerliğinde diğer iki ölçek ile yüksek düzeyde korelasyon bulunmuştur. Ölçeğin Cronbach alfa iç tutarlık katsayısı .95 olarak bulunmuştur. Her kaygı boyutu için iç tutarlılık katsayıları şu şekildedir: iletişim = .81, sosyal-görünüm = .91, performans = .89 ve davranışsal =.85. Ayrıca bulgular, kadınların ve şu anda bir işte çalışmayan bireylerin erkeklere ve halen çalışmakta olan katılımcılara göre daha yüksek kaygı düzeyine sahip olduğunu göstermiştir. Yaş ve son mülakattaki öznel performans değerlendirmesi, kaygı puanları ile negatif ilişkilidir. Bu sonuçlar, MASI-T’nin geçerli ve güvenilir bir ölçme aracı olduğunu göstermektedir.
... Selection interviews are evaluative, crucial for the applicant's career, and frequently represent the initial meeting between job *Corresponding Author: Bijon Baroi E-mail: bijonbaroi@psychology.jnu.ac.bd candidates and interviewers (Langer et al., 2016). Given these considerations, it's understandable that the selection interview frequently triggers substantial anxiety among job applicants (McCarthy & Goffin, 2004). Understanding the significance of investigating interview anxiety becomes evident through the research that found a negative correlation between interview anxiety and interview performance (Feiler & Powell, 2016a). ...
... As the job market continually evolves, understanding the socio-demographic factors that underpin job applicants' interview experiences becomes increasingly crucial. While interview anxiety is a prevalent concern, recent research suggests that its prevalence and impact may differ based on factors such as gender, age, and prior academic performance (Brumariu et al., 2022;McCarthy & Goffin, 2004). ...
... Interview anxiety refers to the "feelings of nervousness that are relatively stable within job applicants across selection interview situations", which includes five distinct dimensions of interview anxiety, each addressing specific concerns related to the interview process (McCarthy & Goffin, 2004). These dimensions include communication anxiety (pertaining to worries about one's verbal and nonverbal communication abilities), appearance anxiety (relating to apprehensions about physical attributes like height or hairstyle), social anxiety (involving concerns about behaving appropriately in social settings and experiencing anxiety or apprehension regarding one's social conduct during job interviews), performance anxiety (involving concerns about one's performance and the ultimate interview outcome), and behavioral anxiety (involving physical manifestations of anxiety, such as sweaty palms). ...
Interview anxiety is a prevalent issue among job applicants. It poses a significant threat to applicants' interview performance. Past studies suggest a substantial gap in the comprehension of the various factors that can influence the anxiety experienced by job applicants during interviews. The goal of this research was to explore the interview anxiety of male and female job applicants in relation to their age and academic performance. A personal information form along with the adapted Bangla version of the Measurement of Anxiety in Selection Interview (MASI) scale was applied to 260 job applicants selected purposively from different public universities in Dhaka city. In the present study, a cross-sectional survey design was employed and data were analyzed by using independent sample t-tests, Pearson product-moment correlation analysis, and stepwise multiple regression analysis. The results of the study indicated that females experience more anxiety in the selection interview than males. For both males and females, there was a positive correlation between age and interview anxiety, and academic performance was negatively correlated with interview anxiety. The results further revealed that, for both males and females, age and academic performance could predict interview anxiety where academic performance was the strongest predictor of interview anxiety. These findings may be useful to employers and human resource professionals concerned with these issues and to raise awareness regarding the interview anxiety of job applicants.
... Selection interviews are evaluative, crucial for the applicant's career, and frequently represent the initial meeting between job *Corresponding Author: Bijon Baroi E-mail: bijonbaroi@psychology.jnu.ac.bd candidates and interviewers (Langer et al., 2016). Given these considerations, it's understandable that the selection interview frequently triggers substantial anxiety among job applicants (McCarthy & Goffin, 2004). Understanding the significance of investigating interview anxiety becomes evident through the research that found a negative correlation between interview anxiety and interview performance (Feiler & Powell, 2016a). ...
... As the job market continually evolves, understanding the socio-demographic factors that underpin job applicants' interview experiences becomes increasingly crucial. While interview anxiety is a prevalent concern, recent research suggests that its prevalence and impact may differ based on factors such as gender, age, and prior academic performance (Brumariu et al., 2022;McCarthy & Goffin, 2004). ...
... Interview anxiety refers to the "feelings of nervousness that are relatively stable within job applicants across selection interview situations", which includes five distinct dimensions of interview anxiety, each addressing specific concerns related to the interview process (McCarthy & Goffin, 2004). These dimensions include communication anxiety (pertaining to worries about one's verbal and nonverbal communication abilities), appearance anxiety (relating to apprehensions about physical attributes like height or hairstyle), social anxiety (involving concerns about behaving appropriately in social settings and experiencing anxiety or apprehension regarding one's social conduct during job interviews), performance anxiety (involving concerns about one's performance and the ultimate interview outcome), and behavioral anxiety (involving physical manifestations of anxiety, such as sweaty palms). ...
Interview anxiety is a prevalent issue among job applicants. It poses a significant threat to applicants' interview performance. Past studies suggest a substantial gap in the comprehension of the various factors that can influence the anxiety experienced by job applicants during interviews. The goal of this research was to explore the interview anxiety of male and female job applicants in relation to their age and academic performance. A personal information form along with the adapted Bangla version of the Measurement of Anxiety in Selection Interview (MASI) scale was applied to 260 job applicants selected purposively from different public universities in Dhaka city. In the present study, a cross-sectional survey design was employed and data were analyzed by using independent sample t-tests, Pearson product-moment correlation analysis, and stepwise multiple regression analysis. The results of the study indicated that females experience more anxiety in the selection interview than males. For both males and females, there was a positive correlation between age and interview anxiety, and academic performance was negatively correlated with interview anxiety. The results further revealed that, for both males and females, age and academic performance could predict interview anxiety where academic performance was the strongest predictor of interview anxiety. These findings may be useful to employers and human resource professionals concerned with these issues and to raise awareness regarding the interview anxiety of job applicants. Jagannath University Journal of Science, Volume 10, Number II, Dec. 2023, pp. 136-144
... 14 McCarthy & Goffin developed the workplace anxiety scale, which focuses on anxiety about job performance in the workplace. 15 Similar studies do not directly target work information anxiety itself, and less describe individuals' "uncomfortable reactions" to environmental stimuli. 16 Jensen et al developed a work anxiety scale mainly measuring work anxiety from the perspective of individual emotional manifestations, such as tension, anxiety, panic, fear, etc. 17 Workplace stimuli present new characteristics in the information age, but existing measurements of work anxiety cannot accurately capture the new requirements of "work information". ...
... Finally, 10 items were retained from the initial questionnaire (item5, 7,8,11,12,13,14,15,16,17) to form the initial WIAQ. As shown in Table 1, this questionnaire has 10 items, including two dimensions of work information reception anxiety and work information missing out anxiety. ...
... 65 As shown in Figure 2, the network analysis included 9 items of the WIAQ as 9 nodes. The results of the network analysis showed that the overall item network exhibited a clear two-factor structure, including the yellow network (item7, 8,11,12,13) and the green network (item14, 15,16,17). There were 26 connections in the network, indicating associations or mutual influences between these problems or aspects. ...
Purpose
The purpose of this study is to develop and validate the Work Information Anxiety Questionnaire (WIAQ), and to report on the psychometric properties of the WIAQ.
Methods
Based on the Approach-Avoidance Conflict theory, and combining previous literature reviews and open-ended interviews, initial scale items for the Work Information Anxiety Questionnaire were developed. Using 324 full-time corporate employees as subjects (Sample 1), an exploratory structural examination of work information anxiety was conducted, including item analysis, exploratory factor analysis, and network analysis. An additional 210 corporate employees were selected for formal testing (Sample 2), and the obtained data underwent structural validation, including confirmatory factor analysis, validity testing, and reliability testing.
Results
The WIAQ (9 items) exhibited a two-factor structure of reception anxiety and missing out anxiety, with a cumulative variance contribution rate of 67.56%. The confirmatory factor model showed good model fit, with cross-group and cross-measurement stability. The Cronbach’s α of the WIAQ was 0.899, and the McDonald’s ω of the two factors were 0.906 and 0.831 respectively. The WIAQ demonstrated good criterion-related validity with the SAS and DASS.
Conclusion
The factor structure of the WIAQ is clear, and its reliability and validity indicators meet psychometric requirements. It can serve as an effective tool for measuring work information anxiety.
... The MASI has been widely used in interview anxiety studies, with internal consistency ranging from 0.69 to 0.83 and correlations of 0.37-0.86 across the five dimensions (McCarthy & Goffin, 2004). The MASI measured interview anxiety in five dimensions: communication anxiety, social anxiety, performance anxiety, behavioural anxiety and appearance anxiety. ...
... Considering that performance evaluation was an assessor's priority and to avoid excessive attention paid to anxiety observation, a summative impression of perceived anxiety drawn from the relative percentile method was adopted (McCarthy & Goffin, 2004). Interviewers' direct observation was used (Jersild & Meigs, 1939;Thompson & Borrero, 2011) to indicate assessor-perceived interviewee anxiety on a scale of 0-100, with 0 denoting no anxiety present at all, 100 denoting extreme anxiety and a descriptor anchor of 'average' assigned to the score of 50 (Melchers et al., 2021). ...
... For each criterion, the assessors independently indicated their rating on a visual analogue scale of 0-100, with a descriptor anchor of 'average' assigned to the score of 50 (Melchers et al., 2021). The relative percentile method (McCarthy & Goffin, 2004) was adopted to measure interviewee performance for consistency. ...
While narrative approaches flourish in contemporary career guidance, insufficient attention has been paid to the sensory input of narrative construction. This study concerns supporting narrative construction with visual stimuli. We examined whether image-supported storytelling preparation improved interview anxiety and performance. Using within-subject repeated measures, we found that although interview anxieties conceived by interviewees and perceived by assessors were negatively associated with interview performance, an image-supported intervention improved performance rating, appearance anxiety and assessor-perceived interviewee anxiety. Combined with practice, the intervention also alleviated other dimensions of interview anxiety, showing the value of visual input in narrative interventions.
... Exam anxiety can negatively affect student health and exam performance (Lyndon et al., 2014). During evaluative situations, like practical exams, a multifactorial consideration of anxiety is appropriate = (McCarthy and Goffin., 2004). Practical exams in healthcare profession programs can include simulated, real-time or standardized patients (Walker et al., 2008) in many different scenarios. ...
... To the authors' knowledge, no standardised instrument exists to measure practical exam anxiety in healthcare profession students. The Measure of Anxiety in Selection Interviews (MASI) (McCarthy and Goffin., 2004) is a validated and reliable instrument developed to examine multifactorial dimensions of anxiety relating to a job interview (McCarthy and Goffin., 2004;Santos et al., 2021). The MASI includes five 6-item scales which examine anxiety with regard to communication, appearance, social, performance, and behaviour. ...
... To the authors' knowledge, no standardised instrument exists to measure practical exam anxiety in healthcare profession students. The Measure of Anxiety in Selection Interviews (MASI) (McCarthy and Goffin., 2004) is a validated and reliable instrument developed to examine multifactorial dimensions of anxiety relating to a job interview (McCarthy and Goffin., 2004;Santos et al., 2021). The MASI includes five 6-item scales which examine anxiety with regard to communication, appearance, social, performance, and behaviour. ...
Introduction: High levels of exam anxiety are evident in healthcare students. Practical exams are an integral part of healthcare profession programs. However, no standardised reliable and valid instrument exists to measure practical exam anxiety in healthcare students. Objective: This study aimed to modify a valid and reliable measure used to examine anxiety in job interviews, for use in practical examinations. We then aimed to examine the psychometric properties of the new modified instrument, now characterized as the Measure of Anxiety in Practical Examinations (MAPE) and determine if any differences in gender, personal history of Generalised Anxiety Disorder (GAD) or family history of GAD impacted MAPE scores. Methods: Exploratory factor analysis using principal component analysis was conducted and Cronbach's alpha examined internal consistency of the instrument. Results: Most A five factor structure was supported (Performance, Appearance, Behaviour, Communication, and Preparedness) which accounted for 60.6 % of the variance in responses. The 25 item modified instrument demonstrated sufficient internal consistency (Cronbach's alpha = 0.93). Females (p = 0.01) and those with a personal history of GAD (0.002) presented with higher MAPE scores. Conclusion: This The MAPE is an acceptable measure of identifying students who present with practical exam anxiety and can help support healthcare profession students to alleviate practical exam anxiety and ensure students' grades more accurately reflect their skill acquisition. Gender and personal history of GAD can also impact practical exam anxiety and should be considered when addressing practical exam anxiety in healthcare profession students.
... In addition to situationally based applicant reactions, this study also investigates an applicant reaction that is considered dispositional-specifically, interview anxiety. Interview anxiety is defined as "feelings of nervousness or apprehension that are relatively stable within job applicants across employment interview situations" (McCarthy & Goffin, 2004;p. 612). ...
... 612). Applicant anxiety has received growing recognition in recent years as an important applicant reaction, especially in the context of interviews-a context that is evaluative and highly competitive (McCarthy & Goffin, 2004;Powell et al., 2018). Although interview anxiety was defined by McCarthy and Goffin (2004) as a relatively stable trait, a meta-analysis (Powell et al., 2018) noted that interview anxiety can also be considered a state. ...
... Applicant anxiety has received growing recognition in recent years as an important applicant reaction, especially in the context of interviews-a context that is evaluative and highly competitive (McCarthy & Goffin, 2004;Powell et al., 2018). Although interview anxiety was defined by McCarthy and Goffin (2004) as a relatively stable trait, a meta-analysis (Powell et al., 2018) noted that interview anxiety can also be considered a state. When considered as a state, interview anxiety my not be as stable across employment interview situations and, thus, may be more amenable to interventions. ...
Intense competition for talent has led to increased organizational focus on improving how applicants perceive and respond to selection tools. Because of the recent increased use of technology in selection, we tested whether modifying aspects of videoconference interviews could improve applicant reactions. We tested two interventions—structured rapport building and question provision—with 205 applicants applying for a research assistant position. Applicants were randomly assigned to either an experimental condition (rapport or question provision) or the control condition and participated in a structured videoconference interview, followed by a survey. Structured rapport building had no significant effect on applicant reactions. However, question provision improved applicants’ perceptions of overall fairness and chance to perform—but not their reported anxiety, relative to the control condition. Question provision appears to be a simple and cost-effective intervention that could be used in a structured videoconference interview context to help to improve the applicant reactions.
... The items relied rely on a 7-point scale ranging from (1) very easy to (7) very difficult. Goffin, 2004) Four modified items (two performance anxiety and two communication anxiety; α = .83) from McCarthy and Goffin's (2004) interview anxiety scale were used to assess job interview anxiety during the AVI. ...
... Goffin, 2004) Four modified items (two performance anxiety and two communication anxiety; α = .83) from McCarthy and Goffin's (2004) interview anxiety scale were used to assess job interview anxiety during the AVI. Example items included "during the job interview, I was very nervous about whether my performance was good enough" (performance anxiety) and "I became so apprehensive in the job interview that I was unable to express my thoughts clearly" (communication anxiety). ...
Artificial intelligence (AI) chatbots, such as Chat Generative Pre‐trained Transformer (ChatGPT), may threaten the validity of selection processes. This study provides the first examination of how AI cheating in the asynchronous video interview (AVI) may impact interview performance and applicant reactions. In a preregistered experiment, Prolific respondents ( N = 245) completed an AVI after being randomly assigned to a non‐ChatGPT, ChatGPT‐Verbatim (read AI‐generated responses word‐for‐word), or ChatGPT‐Personalized condition (provided their résumé/contextual instructions to ChatGPT and modified the AI‐generated responses). The ChatGPT conditions received considerably higher scores on overall performance and content than the non‐ChatGPT condition. However, response delivery ratings did not differ between conditions and the ChatGPT conditions received lower honesty ratings. Both ChatGPT conditions rated the AVI as lower on procedural justice than the non‐ChatGPT condition.
... In this way, customer creativity can sometimes be disruptive and stressful, overwhelming service providers with extra work and ambiguity. When employees experience events that share these characteristics, such as interviews (McCarthy & Goffin, 2004) and competitions (Kleine, 1990), one common cognitive reaction is performance anxiety (Spielberg, Heller, Silton, Stewart, & Miller, 2011). Performance anxiety entails feelings of apprehension about the execution of specific tasks (McCarthy, Trougakos, & Cheng, 2016) and serves as a defensive function by mentally pushing people away from negative stimuli (Lerner & Keltner, 2001). ...
... Daily performance anxiety. Daily performance anxiety was measured using McCarthy et al.'s (2016) eight-item scale, a modified version that originated from McCarthy and Goffin (2004). An example item is "Since the last survey, I was overwhelmed by thoughts of doing poorly at work." ...
Increasingly, transactions between firms and customers are typified by the co-creation of value, wherein customers play an active role in the development of new products and services. Over the past two decades, research on co-creation has flourished across multiple disciplines, largely highlighting its benefits for firms and customers. Importantly, though, while customer engagement in the creative process may be viewed positively by customers and improve organizational performance, it may not be experienced as universally positive by the service providers who must respond to it. To gain a more complete understanding of both the positive and negative sides of customer creativity, we take an approach-avoidance perspective to build a theoretical model explaining how and why customer creative behavior can lead to divergent responses by service providers. Specifically, we describe how creativity by customers can inspire service providers, driving them to act more prosocially toward customers in return. Simultaneously, customer creativity can cause performance anxiety in service providers, leading them to withdraw from their work. Adding nuance to these predictions, we draw from interpersonal complementary theory to explain why the approach-avoidance processes triggered by customer creativity should be contingent on service providers’ creative-role identity. Across an experience-sampling field study (Study 1), a critical-incident experiment (Study 2), and a scenario-based experiment (Study 3), our results largely align with our theoretical model (overall N = 647). We close by discussing the theoretical and practical implications of our work.
... Participants were asked to sit in front of a monitor displaying the experiment procedures and the artificial agent. First, the experimenter provided an explanatory video and asked participants to sign a consent form, followed by a pre-questionnaire using the Measure of Anxiety in Selection Interview (MASI) [66], Self-Assessment Manikin (SAM), an affective rating system developed by Lang in 1980 [67], and the Behavior Identification Form [34] to measure their initial anxiety levels, emotional states, and action identities before the interview. After completing the pre-questionnaire, the experimenter set up the measurement equipment and launched the artificial agent. ...
... Therefore, we chose avatars considering they offered a quicker and more accessible option, thereby avoiding biases associated with recognizable individuals. Another point to consider is that the categorization of high/low anxiety in this study is merely relative within our tested population, with a notable deviation in the median MASI score (16.8) compared to Julie McCarthy's original study [66], which reported a mean score of 14.75. Finally, it should be noted that we did not consider the impact of gender, age, familiarity with technology, or cultural differences, which should be investigated in future studies. ...
This study examined the use of avatars to provide feedback to influence action identities, anxiety, mood, and performance during job interview training. We recruited 36 university students for the experiment and divided them into two groups. The first group received avatar-based feedback whereas the other group received self-feedback after the first interview session. Results showed that the avatar-based feedback group experienced significantly higher levels of action identities, reduced anxiety, and happier mood in the second interview after the feedback session. Additionally, compared to the self-feedback group, the avatar-based feedback group rated their performance better in the second interview. Furthermore, the effect of avatar feedback on mood and performance varied depending on the participants' initial anxiety levels. For those with low initial anxiety, avatar feedback resulted in higher levels of action identification, a marginally significant increase in positive mood, higher pitch, better word usage, and better self-assessment. In contrast, for those with high initial anxiety, avatar feedback did not cause any significant changes in the action identities or moods, however, it reduced anxiety and the use of weak words. We believe that our findings have implications not only for improving job interview performance but also for designing future communication coaching systems.
... Si une dimension ne cadrait dans aucune d'elles, une nouvelle catégorie était alors créée. Kenny, 2009;McCarthy et al., 2016;Powell, 2004;Salmon, 1990) et neuf échelles (Ang et Huan, 2006;Barbeau et al., 2011;Cassady et Johnson, 2002;Kantor-Martynuska et al., 2018;Kenny et al., 2009;Lowe et al., 2008;McCarthy et Goffin, 2004;Smith et al., 2006) portant sur l'AP dans divers domaines. Par souci de concision, uniquement une version par échelle a été retenue (p. ...
... ex. Cheng et al., 2009;Kenny et al., 2004;McCarthy et Goffin, 2004). Ainsi, la dimension somatique réfère aux réactions physiologiques engendrées par l'APT, comme l'accélération du rythme cardiaque, la © Humain et Organisation 4 2023, Vol. ...
p>Many common work situations are conducive to the experience of performance anxiety. However, knowledge of performance anxiety in the workplace is still limited. None of the definitions in the literature seems to represent this complex phenomenon well. This article therefore attempts a first conceptualization of performance anxiety in the workplace based on the current literature. More precisely, an analysis of different definitions and scales dealing with performance anxiety in various domains has been carried out. The proposed conceptualization is composed of four dimensions: somatic, cognitive, behavioral and affective manifestations. This operationalizable conceptualization will allow the authors to continue their work in developing a measurement scale.</p
... Specifically, interviews are stressful situations (Constantin et al., 2021), that involve time pressure that is linked to strain and other unpleasant emotions (Pekrun, 2006;Zeidner, 1998). Increasing the amount of preparation time reduces time pressure and may consequently reduce interview anxiety (Lukacik et al., 2022;McCarthy & Goffin, 2004). ...
... McCarthy et al., 2021;McCarthy & Goffin, 2004). However, another design feature proposed to reduce time pressure, longer maximum response length, was unrelated to applicant reactions. ...
Asynchronous video interviews (AVIs) are a form of one-way, technology-mediated selection interview that can help streamline and increase flexibility in the hiring process and are used to hire millions of applicants per year. Although applicant reactions to AVIs in general tend to be more negative than with traditional interview modalities, AVIs can differ widely in how they are designed. For instance, applicants can be provided with more or less preparation time, response length, re-recording options, or rely on different question formats. This study examines how AVI design features impact applicant reactions, as well as the moderating role played by applicant age and gender. Data from 27,809 real job applicant's AVI experiences were collected in eleven countries (69.3% English-speaking) from 33 companies and relating to 72 types of positions. Data were fitted with linear mixed-effects models to account for nesting. Results showed that allowing more preparation time and offering the opportunity to re-record responses were related to more favorable reactions, while including more questions was related to more negative reactions. Applicants above the age of 31 reacted especially negatively to AVIs with more questions while those below the age of 30 preferred being allocated longer maximum response lengths. Women reacted more positively to increased preparation time. These findings might help both AVI vendors and hiring organizations design AVIs that facilitate a positive applicant experience. Our research also expands knowledge on applicant reactions to interviews, highlights crucial differences from traditional formats, and calls for integrating applicant characteristics into current theoretical frameworks on applicant reactions to AVIs.
... -Interview Anxiety Questionnaire: When people feel anxious during an interview, it can impact how they perceive and experience the interview process, including their interactions with the interviewer. McCarthy and Goffin [51] developed a multidimensional measure of interview anxiety that provides a predictive anxiety level of a person, especially for selection interviews (e.g., job interviews). It typically includes a series of statements that assess the individual's level of nervousness or fear associated with the interview process. ...
... The interview anxiety questionnaire adapted from[51]. Each item is rated on a 5-point Likert scale (1 -Strongly disagree to 5 -Strongly agree). ...
[Context] Requirements elicitation interviews are the most widely used elicitation technique. The interviewer's preparedness and communication skills play an important role in the quality of interaction, therefore, the interview's success. Students can develop their skills through practice interviews. [Problem] Arranging practice interviews for many students is not scalable, as the involvement of a stakeholder in each interview requires a lot of time and effort. [Principal Idea] To address this problem, we propose REIT, an extensible architecture for Requirements Elicitation Interview Trainer system based on emerging technologies for education. It has two separate phases. The first is the interview phase, where the student acts as an interviewer and the system as an interviewee. The second is the feedback phase, where the system evaluates the student's performance and provides contextual and behavioral feedback to enhance their interviewing skills. [Results/Contribution] We demonstrate the applicability of REIT by implementing two instances: RoREIT with an embodied physical robotic agent and VoREIT with a virtual voice-only agent. We empirically evaluated these two instances with a target user group consisting of graduate students. The results reveal that the students appreciated both systems. The participants demonstrated higher learning gain when trained with RoREIT, but they found VoREIT more engaging and easier to use. These findings indicate that each system has its distinct benefits and drawbacks, suggesting that our generic architecture REIT can be configured for various educational settings based on preferences and available resources.
... From an interviewee's perspective, employment interviews involve being evaluated by a stranger in a highstakes and low-control situation. It is therefore unsurprising that many interviewees experience interview anxiety, defined as feelings of nervousness or apprehension surrounding employment interviews (McCarthy & Goffin, 2004). This prevalence is concerning, given that research has consistently found a negative relation between interviewees' self-reported level of interview anxiety and the interviewers' ratings of the interviewees' interview performance (ρ ¼ À:19;Powell et al., 2018). ...
... Instead, the unsupported moderation hypotheses may demonstrate that the appearance of anxiety has a consistent effect on interview performance ratings regardless of job type and interviewee gender. This conclusion is consistent with previous research that found a moderate negative relation (r = À.49, p < .01) between interviewerrated anxiety and performance ratings (McCarthy & Goffin, 2004). In addition to providing ratings of interview anxiety and performance, participants also rated the interviewee's warmth and competence. ...
Interview anxiety is correlated with lower interview performance ratings, but it is unclear why. This study examined the impact of interviewees’ anxious nonverbal behavior on interview performance ratings. Additionally, the amount of interpersonal interaction in the job and interviewee gender were examined as moderators. Participants ( N = 823) watched a video recording of an actor delivering scripted responses to interview questions. Hypotheses were tested using a between-subjects design. Participants in the high anxious nonverbal behavior condition gave lower interview performance ratings than those in the low anxious nonverbal behavior condition. Job type and interviewee gender did not moderate this relation. Thus, interviewees’ anxious nonverbal behavior may explain why interview anxiety is correlated with lower interview performance ratings.
... The evolution of personnel selection interviews has been profound, with research tracing back over a century (Moore 1921). This wide spectrum of scholarly work has delved into the intricate social dynamics of interviews (Fletcher 1992;McCarthy and Goffin 2004a) and has increasingly sought to leverage technological advancements to enhance the efficiency and scalability of the interview processes (Blacksmith, Willford, and Behrend 2016). The COVID-19 pandemic has catalyzed the adoption of innovative interviewing techniques, with a notable shift towards Asynchronous Video Interviews (AVI) powered by AI. ...
The persistent issue of human bias in recruitment processes poses a formidable challenge to achieving equitable hiring practices, particularly when influenced by demographic characteristics such as gender and race of both interviewers and candidates. Asynchronous Video Interviews (AVIs), powered by Artificial Intelligence (AI), have emerged as innovative tools aimed at streamlining the application screening process while potentially mitigating the impact of such biases. These AI-driven platforms present an opportunity to customize the demographic features of virtual interviewers to align with diverse applicant preferences, promising a more objective and fair evaluation. Despite their growing adoption, the implications of virtual interviewer identities on candidate experiences within AVIs remain underexplored. We aim to address this research and empirical gap in this paper. To this end, we carried out a comprehensive between-subjects study involving 218 participants across six distinct experimental conditions, manipulating the gender and skin color of an AI virtual interviewer agent. Our empirical analysis revealed that while the demographic attributes of the agents did not significantly influence the overall experience of interviewees, variations in the interviewees' demographics, significantly altered their perception of the AVI process. Further, we uncovered that the mediating roles of Social Presence and Perception of the virtual interviewer critically affect interviewees' Perceptions of Fairness (+), Privacy (-), and Impression management (+).
... This instrument assesses the impact of test anxiety on academic achievement, revealing a negative correlation between test anxiety and academic success. McCarthy and Goffin (2004) proposed that test-taking anxiety comprises two primary components: performance anxiety, which involves fear regarding one's test performance, and behavioral anxiety, representing physiological arousal after completing the test. ...
High levels of anxiety during oral presentation and public speaking, can take two forms: facilitating anxiety, which drives preparation efforts, and debilitating anxiety, which hinders performance. Proficiency in oral communication is recognized as vital for ESL learners in both academic and professional contexts, with extensive research on public speaking and strategies to manage speech-related anxiety. In engineering education, effective communication skills are essential, aligning with industry expectations and the demands of professional engineering work, making oral presentations a fundamental component of assessment and curriculum development. Oral presentations are a significant component of the assessment process in engineering education, with various forms of assessments and varying levels of emphasis on oral communication skills among universities. Limited training in oral presentation skills is provided to engineering students, leading to challenges in assessment and feedback, and time constraints often favor written assessments. Peer assessment can enhance students' critical skills and reduce speaking anxiety, but ensuring the reliability of peer assessments remains a concern in engineering education. Anxiety associated with oral presentations is a common challenge among students, and it can be categorized into different types, including state anxiety, trait anxiety, and situation-specific anxiety, which can impact performance in educational and professional settings. Educators can assist students in developing an awareness of employing communication techniques to enhance their competence and self-assurance when delivering technical oral presentations. A framework known as the Oral Presentation-Multimodal Competence (OP-MM Competence) Framework is introduced, providing a structured approach for understanding and evaluating the essential components contributing to successful oral presentations.
... Performing well in job interviews, however, is not without its challenges for many people. Many individuals struggle with low confidence [39], anxiety [43,78], and imposter syndrome [97] despite having the required qualifications for a job position. Such obstacles often diminish the candidate's ability to convey their abilities for the position, leading to poor interview performances [44]. ...
Job interviews play a critical role in shaping one's career, yet practicing interview skills can be challenging, especially without access to human coaches or peers for feedback. Recent advancements in large language models (LLMs) present an opportunity to enhance the interview practice experience. Yet, little research has explored the effectiveness and user perceptions of such systems or the benefits and challenges of using LLMs for interview practice. Furthermore, while prior work and recent commercial tools have demonstrated the potential of AI to assist with interview practice, they often deliver one-way feedback, where users only receive information about their performance. By contrast, dialogic feedback, a concept developed in learning sciences, is a two-way interaction feedback process that allows users to further engage with and learn from the provided feedback through interactive dialogue. This paper introduces Conversate, a web-based application that supports reflective learning in job interview practice by leveraging large language models (LLMs) for interactive interview simulations and dialogic feedback. To start the interview session, the user provides the title of a job position (e.g., entry-level software engineer) in the system. Then, our system will initialize the LLM agent to start the interview simulation by asking the user an opening interview question and following up with questions carefully adapted to subsequent user responses. After the interview session, our back-end LLM framework will then analyze the user's responses and highlight areas for improvement. Users can then annotate the transcript by selecting specific sections and writing self-reflections. Finally, the user can interact with the system for dialogic feedback, conversing with the LLM agent to learn from and iteratively refine their answers based on the agent's guidance.
... The evolution of personnel selection interviews has been profound, with research tracing back over a century (Moore 1921). This wide spectrum of scholarly work has delved into the intricate social dynamics of interviews (Fletcher 1992;McCarthy and Goffin 2004a) and has increasingly sought to leverage technological advancements to enhance the efficiency and scalability of the interview processes (Blacksmith, Willford, and Behrend 2016). The COVID-19 pandemic has catalyzed the adoption of innovative interviewing techniques, with a notable shift towards Asynchronous Video Interviews (AVI) powered by AI. ...
The persistent issue of human bias in recruitment processes poses a formidable challenge to achieving equitable hiring practices, particularly when influenced by demographic characteristics such as gender and race of both interviewers and candidates. Asynchronous Video Interviews (AVIs), powered by Artificial Intelligence (AI), have emerged as innovative tools aimed at streamlining the application screening process while potentially mitigating the impact of such biases. These AI-driven platforms present an opportunity to customize the demographic features of virtual interviewers to align with diverse applicant preferences, promising a more objective and fair evaluation. Despite their growing adoption, the implications of virtual interviewer identities on candidate experiences within AVIs remain underexplored. We aim to address this research and empirical gap in this paper. To this end, we carried out a comprehensive between-subjects study involving 218 participants across six distinct experimental conditions, manipulating the gender and skin color of an AI virtual interviewer agent. Our empirical analysis revealed that while the demographic attributes of the agents did not significantly influence the overall experience of interviewees, variations in the interviewees' demographics significantly altered their perception of the AVI process. Further, we uncovered that the mediating roles of Social Presence and Perception of the virtual interviewer critically affect interviewees' perceptions of fairness (+), privacy (-), and impression management (+).
... Workplace Anxiety (WA) mainly refers to teachers' feelings of nervousness and anxiety in order to accomplish teaching-related tasks, which is a variable that can be affected by individual differences and school contexts. This study referred to Workplace Anxiety Items, with a good reliability of (α = 0.94) (McCarthy and Goffin, 2004;McCarthy et al., 2016). According to the research purpose, from which five questions were deemed to be more suitable for teachers' teaching place situation questions. ...
Introduction
The 2030 Sustainable Development Goals (SDGs) were adopted by the United Nations in 2015, emphasizing the importance of achieving peace, prosperity, and well-being for all people. With the outbreak of the COVID-19 pandemic, sustainable health has become an important issue. Teachers were forced to adopt distance teaching, necessitating rapid upgrading of their ICT skills and integration into e-learning, which caused tangible and intangible pressures on teachers and impacted their well-being. This study examined the effects of ICT competence on teachers’ workplace anxiety, emotional exhaustion, and well-being during the pandemic from the perspective of Social Cognitive Theory (SCT).
Methods
A quantitative research methodology and a questionnaire survey with a total of 21 questions were used as the primary research design. The snowball method was employed as a sampling method for online questionnaires from September to October 2021. A total of 216 questionnaires were collected, of which four incomplete questionnaires were excluded, leaving 212 valid questionnaires, with a valid questionnaire recovery rate of 98.1%. The valid questionnaires were analyzed using Smart Pls 4.0 Partial Least Square Method Structural Equation Modeling (PLS-SEM).
Results
The study found that teachers’ ICT competence could significantly reduce emotional exhaustion and enhance teachers’ well-being. However, there was no significant effect on workplace anxiety. Additionally, well-being was not directly affected by workplace anxiety, and teachers’ well-being needs to be mediated by emotional exhaustion to be indirectly affected. Emotional exhaustion plays an important mediating role between teachers’ ICT competence and workplace stress, both of which are important mediators of well-being.
Discussion
From a practical point of view, to achieve the Sustainable Development Goals (SDGs) 2030, it is ideal to have good health and well-being for the whole person. This study facilitates the development of strategies to improve the well-being of teachers, which provides an empirical basis for the enhancement of mental health and well-being of educators.
... Evidence also exists that CA negatively influences students' presentations (Allen & Bourhis, 1996) and interview outcomes (Ayres & Crosby 1995;Daly & Leth, 1976;McCarthy & Goffin, 2004). ...
Communication apprehension (CA) has profound implications for individuals across various settings, impacting emotional, relational, educational, professional, and financial aspects. This study investigates the extent of CA among 115 second-year students, exploring changes in self-perceived CA scores before and after a pedagogic intervention. The research addresses the prevalence of CA among IST and management students, advocating for an expanded role for ESP instructors. It also highlights gender and program-related disparities and identifies specific communication scenarios influencing CA. Utilizing the PRCA-24 instrument, the study assesses self-perceived CA levels in group discussion, meetings, interpersonal communication, and public speaking. The findings demonstrate the effectiveness of the carefully designed course, emphasize the positive influence and importance of incorporating anxiety-reduction techniques into ESP curriculum design and teaching strategies, and point to the active role of ESP instructors in developing students’ communication and soft skills to improve industry readiness. rove industry readiness.
... One particular applicant reaction, interview anxiety, is common among job applicants before and during a selection interview and can affect even those who are not typically susceptible to experiencing anxiety in general settings (McCarthy & Goffin, 2004). Indeed, interviews involve putting applicants under evaluative pressure in (typically) high stakes situations (Horn & Behrend, 2017Huffcutt et al., 2011Posthuma et al., 2002). ...
Some research suggests that job applicants tend to express negative perceptions of asynchronous video interviews (AVIs). Drawing from basic psychological needs theory, we proposed that these negative perceptions arise partly from the lack of human interaction between applicants and the organization during an AVI, which fails to satisfy applicants' need for relatedness . Recruiting participants through Prolific, we conducted two experimental studies that aimed to manipulate the level of relatedness support through a relatedness‐need supportive introductory video containing empathetic messaging and humor. Using a vignette approach, participants in study 1 ( N = 100) evaluated a hypothetical AVI that included one of two introductory videos: relatedness‐supportive versus neutral messaging. The relatedness‐supportive video yielded higher relatedness need satisfaction ( d = 0.53) and organizational attraction ratings ( d = 0.49) than the neutral video. In study 2, participants ( N = 231) completed an AVI that included one of the two videos and evaluated their AVI experience. In contrast to the vignette study, we observed no significant differences between groups for relatedness need satisfaction, organizational attraction, nor other outcomes. Our findings provided little evidence that humor and empathic video messaging improves reactions to an AVI and illustrated the limitations on the external validity of vignette designs.
... Part3 is the survey of job anxiety, and this study chooses the 8-item scale prepared by McCarthy et al. (2016) [13]based on McCarthy and Goffin (2004), which has an internal consistency coefficient of 0.94 and excellent internal consistency reliability [14]. The scale is widely used at home and abroad. ...
The study employed a descriptive-comparative-correlative research design that mainly investigated the current situation of meaningful work, job anxiety, and work engagement of Chinese college teachers. The findings showed that the purposively respondents drawn from varied population of respondents manifested minimum variants across profile. The profile variables such as sex, age, work status, job title provide ideal samples to objectively assess basic work characteristics for this study. The domains of meaningful work, job anxiety and work engagements are vital to the assessment of current context of teachers’ work characteristics that can be validated for various dimensions. The comparative assessment of the respondents’ based on profile on the meaningful work, job anxiety and work engagements selectively, such as job title influence their assessment of meaningful work. Likewise, vigor, dedication influence their work engagement. Therefore, it can be inferred that those teachers who find work meaningful, are those teachers who are more engaged at work. That teachers with more significant work engagement are more likely to experience a sense of meaning in their work and less likely to experience job anxiety. Thus, the study recommends replication of the current study to validate its findings.
... As described earlier, macro impressions, such as being attentive, dominant, enthusiastic, honest, professional, and supportive, are generally considered as qualities and rated favorably by interviewers (e.g., N. R. Anderson, 1991;Hall et al., 2005). Conversely, applicants perceived as anxious are perceived less positively (e.g., Feiler & Powell, 2016;McCarthy & Goffin, 2004). We expected the same in the present study. ...
In selection interviews, applicant nonverbal cues elicit impressions that affect evaluations. However, little is known about which micro cues and macro impressions are impactful. The current study measured 21 micro and macro impressions and their influence on interview performance from thin slices of 70 videotaped structured mock interviews. Interview performance was positively associated with six macro impressions and with vocal attractiveness. Performance was negatively related to being anxious and facial attractiveness. Micro cues, overall physical appearance, and overall likability were not correlated with performance. Smiling and hand gestures were associated with macro impressions. Moreover, macro impressions combined into the Big Two dimensions of interpersonal perception, Communion and Agency, which both predicted interview performance.
... Evidence also exists that CA negatively influences students' presentations (Allen & Bourhis, 1996) and interview outcomes (Ayres & Crosby 1995;Daly & Leth, 1976;McCarthy & Goffin, 2004). ...
Communication apprehension (CA) has profound implications for individuals across various settings, impacting emotional, relational, educational, professional, and financial aspects. This study investigates the extent of CA among 115 second-year students, exploring changes in self-perceived CA scores before and after a pedagogic intervention. The research addresses the prevalence of CA among IST and management students, advocating for an expanded role for ESP instructors. It also highlights gender and program-related disparities and identifies specific communication scenarios influencing CA. Utilizing the PRCA-24 instrument, the study assesses self-perceived CA levels in group discussion, meetings, interpersonal communication, and public speaking. The findings demonstrate the effectiveness of the carefully designed course, emphasize the positive influence and importance of incorporating anxiety-reduction techniques into ESP curriculum design and teaching strategies, and point to the active role of ESP instructors in developing students' communication and soft skills to improve industry readiness.
... A sample item was "Overall, the selection method was fair." Interview anxiety was measured using the scale by McCarthy and Goffin (2004). We used five items, one from each subscale (communication, appearance, social, performance, and behavioral anxiety). ...
Asynchronous video interviews (AVIs) are growing in popularity, but tend to suffer from negative applicant reactions, possibly due to lower social presence compared to other interview formats. Research has suggested that specific design features may influence applicant reactions by increasing perceived social presence. In this study, we manipulated the question format (video vs. text) during an actual hiring process ( N = 76), testing whether video questions influence social presence, applicant reactions, impression management, and interview performance. There was no evidence that video (vs. text) questions affected any of these variables. We discuss how specific AVI design choices may have affected our results and suggest that future research could investigate the additive and interactive effects of different AVI design features.
... Self-perceived questionnaires, such as the Measure of Anxiety in Selection Interviews (MASI) and NASA-TLX, are commonly used for this purpose. The MASI, for instance, assesses interview anxiety across five dimensions: communication anxiety, appearance anxiety, social anxiety, performance anxiety, and behavioral anxiety (Zielinska et al. 2021;McCarthy and Goffin 2004). National Aeronautics and Space Administration Task Load Index (NASA-TLX) (Hart 1986) is a subjective workload rating scale. ...
Virtual reality interview simulator (VRIS) is an effective and valid tool that uses virtual reality technology to train people’s interview skills. Typically, it offers candidates prone to being very nervous during interviews the opportunity to practice interviews in a safe and manageable virtual environment and realistic settings, providing real-time feedback from a virtual interviewer on their performance. It helps interviewees improve their skills, reduce their fears, gain confidence, and minimize the cost and time associated with traditional interview preparation. Yet, the major anxiety-inducing elements remain unknown. During an interview, the anxiety levels, overall experience, and performance of interviewees might be affected by various circumstances. By analyzing electrodermal activity and questionnaire, we investigated the influence of five variables: (I) Realism ; (II) Question type ; (III) Interviewer attitude ; (IV) Timing ; and (V) Preparation . As such, an orthogonal design L 8 ( 4 1 × 2 4 ) with eight experiments ( O A 8 matrix) was implemented, in which 19 college students took part in the experiments. Considering the anxiety, overall experience, and performance of the interviewees, we found that Question type plays a major role; secondly, Realism , Preparation , and Interviewer attitude all have middle influence; lastly, Timing has little to no impact. Specifically, professional interview questions elicited a greater degree of anxiety than personal ones among the categories of interview questions. This work contributes to our understanding of anxiety-stimulating factors during job interviews in virtual reality and provides cues for designing future VRIS.
... Measure of Anxiety in Selection Interview(MASI)는 취업 면접이라는 특수한 상황에서 유발된 불안감을 다차원적으로 측정하는 면접불안 척도로서 타당도 검증 (Santos et al., 2021) 이후 면접 유형 분류 (Feiler & Powell, 2016;Boyer et al., 2017), 면접 성과에 대한 영향력 (McCarthy & Goffin, 2004;Langer et al., 2016), 인구통계학적 특성에 따른 면접불안 차이 (Feeney et al., 2015;Boyer et al., 2017) (Allen et al., 2017;Sieverding, 2009) (이영아, 이인혜, 2016;McCabe, 2005), 본 연구에서는 국내의 여성 구직 자들이 남성보다 더 높은 수준의 면접불안을 나타낼 것이라고 가정하였다. ...
... Regarding emotional aspects, it is common for individuals to experience high levels of anxiety, frustration and distress before facing a job interview due to its evaluative and com-petitive nature. Moreover, job interviews are normally carried out by strangers and it is impossible to know in advance what exact questions will be asked, factors that can exacerbate anxiety in some individuals [84]. Exposure to immersive VR scenarios has been shown to be an effective technique for overcoming situations related to social anxiety, with similar results to those obtained by in-vivo exposure therapy [56]. ...
Swapping visual perspective in Virtual Reality provides a unique means for embodying different virtual bodies and for self-distancing. Moreover, this technology is a powerful tool for experiential learning and for simulating realistic scenarios, with broad potential in the training of soft skills. However, there is scarce knowledge on how perspective swapping in Virtual Reality might benefit the training of soft skills such as those required in a job interview. The present study investigates the impact of virtual body swapping on the self-assessment of verbal and non-verbal communication skills, emotional states, and embodiment in a simulated job interview context. Three main conditions were compared: a baseline condition in which the participants practiced a job interview from the first-person perspective of a virtual interviewee (No Swap condition); an external point of view condition where, first, the participants answered questions from the interviewee perspective, but then swap visual perspective to re-experience their responses from a non-embodied point of view (Out of Body condition); a condition in which, after answering questions from the interviewee perspective, the participants re-experienced their responses from the embodied perspective of the virtual recruiter (Recruiter condition). The experimental results indicated that the effectiveness of the Out of Body and Recruiter Conditions was superior to the No Swap Condition to self-assess the communication styles used during a job interview. Moreover, all the conditions led to a high level of embodiment towards the interviewee avatar when seen from the first-person perspective; in the case of the Recruiter Condition, the participants also felt embodied in the recruiter avatar. No differences in emotional states were found among conditions, with all sharing a positive valence.
... Communication anxiety. Dispositional communication anxiety was measured with four items adapted from the Communication Anxiety subscale (McCarthy & Goffin, 2004), such as "I can be so apprehensive that I am unable to express my thoughts clearly." Cronbach's a ¼ 0.806, M ¼ 3.74, SD ¼ 1.36. ...
Theories and research in human–machine communication (HMC) suggest that machines, when replacing humans as communication partners, change the processes and outcomes of communication. With artificial intelligence (AI) increasingly used to interview and evaluate job applicants, employers should consider the effects of AI on applicants’ psychology and performance during AI-based interviews. This study examined job applicants’ experience and speech fluency when evaluated by AI. In a three-condition between-subjects experiment (N = 134), college students had an online mock job interview under the impression that their performance would be evaluated by a human recruiter, an AI system, or an AI system with a humanlike interface. Participants reported higher uncertainty and lower social presence and had a higher articulation rate in the AI-evaluation condition than in the human-evaluation condition. Through lowering social presence, AI evaluation increased speech rate and reduced silent pauses. Findings inform theories of HMC and practices of automated recruitment and professional training.
... The Measure of Anxiety in Selection Interviews (MASI) was used to measure interviewees' self-rated interview anxiety. MASI is a concise and practical measurement tool that comprehensively assesses multiple aspects of job interview anxiety [47]. The MASI includes measures of interview anxiety across five dimensions: communication anxiety, appearance anxiety, social anxiety, performance anxiety, and behavioral anxiety. ...
Virtual reality interview simulator (VRIS) provides an effective and manageable approach for candidates prone to being very nervous during interviews, yet, the major anxiety-inducing elements remain unknown. During an interview, the anxiety levels, overall experience, and performance of interviewees might be affected by various circumstances. By analyzing electrodermal activity and questionnaire, we investigated the influence of five variables: (I) \textit{Realism}; (II) \textit{Question type}; (III) \textit{Interviewer attitude}; (IV) \textit{Timing}; and (V) \textit{Preparation}. As such, an orthogonal design L8(41×24) with eight experiments (OA8 matrix) was implemented, in which 19 college students took part in the experiments. Considering the anxiety, overall experience, and performance of the interviewees, results indicate that \textit{Question type} plays a major role; secondly, \textit{Realism}, \textit{Preparation}, and \textit{Interviewer attitude} all have some degree of influence; lastly, \textit{Timing} have little to no impact. Specifically, professional interview questions elicited a greater degree of anxiety than personal ones among the categories of interview questions. This work contributes to our understanding of anxiety-stimulating factors during job interviews in virtual reality and provides cues for designing future VRIS.
... Understanding and managing stress and related emotions (e.g., anxiety) during interviews could help improve interview performance and, potentially, employment outcomes (McCarthy & Goffin, 2004). Ground truth stress ratings on a level of 1-10 in 15 second intervals were obtained from videos of the participants undergoing the interview by a behavior analyst trained in rating autistic behavior. ...
Autistic individuals face difficulties in finding and maintaining employment, and studies have shown that the job interview is often a significant barrier to obtaining employment. Prior computer-based job interview training interventions for autistic individuals have been associated with better interview outcomes. These previous interventions, however, do not leverage the use of multimodal data that could give insight into the emotional underpinnings of autistic individuals' challenges in job interviews. In this article, the authors present the design of a novel multimodal job interview training platform called CIRVR that simulates job interviews through spoken interaction and collects eye gaze, facial expressions, and physiological responses of the participants to understand their stress response and their affective state. Results from a feasibility study with 23 autistic participants who interacted with CIRVR are presented. In addition, qualitative feedback was gathered from stakeholders on visualizations of data on CIRVR's visualization tool called the Dashboard. The data gathered indicate the potential of CIRVR along with the Dashboard to be used in the creation of individualized job interview training of autistic individuals.
... The PRPSA assessed the psychological and physical symptoms one experiences when feeling anxious during public speaking and had excellent internal consistencies across multiple studies (all α > 0.90; Hsu et al., 2012;McCroskey, 1970;Mörberg et al., 2018). Given the aforementioned symptoms overlap with the anxiety people experience during job interviews (McCarthy & Goffin, 2004), we adapted this measure by replacing the term 'public speaking' with 'job interviewing' for each item. We first used the adapted PRPSA to evaluate the effects of a job interview training program on individuals with serious mental illness (Smith et al., 2022). ...
BACKGROUND: The study of job interview training is an emerging area among transition-age autistic youth who face significant challenges when navigating job interviews. The autism field has limited measures that have undergone rigorous psychometric evaluation. OBJECTIVE: We sought to evaluate the psychometric properties of adapted self-report measures assessing job interview skills and job interview anxiety. METHODS: As part of two parent randomized controlled trials, eighty-five transition-age autistic youth completed measures related to the strength of their job interview skills and their level of job interview anxiety. We conducted classical test theory analyses, exploratory and confirmatory factor analyses, and Rasch model analytic and calibration analyses. Pearson correlations were used to establish concurrent, divergent, and criterion validity by correlating these scales with measures of social challenges, depressive symptoms, behaviors, neuropsychological functioning, and work history. RESULTS: Our analyses yielded two brief and reliable scales: Measure of Job Interview Skills (MOJO-iSkills) and Measure of Job Interview Anxiety (MOJO-iAnxiety), which demonstrated initial concurrent, divergent, and criterion validities when correlated with measures of depressive symptoms, social challenges, internalizing and externalizing behavior, and work history. CONCLUSION: This study presents initial evidence that MOJO-iSkills and MOJO-iAnxiety have acceptable psychometric properties supporting they can be used to reliably and validly assess job interview skills and interview anxiety.
Background
Human capital plays a crucial role in the success of an organization and further contributes to the broader goals of growth and development of society. In this regard, it is essential to ensure the well-being of employees at the workplace. Given the positive impact of yoga on psycho-physiological aspects of health, this study aims to examine the impact of a breath-based yogic intervention, Sudarshan Kriya Yoga (SKY), on stress, anxiety, thriving, general health, emotional well-being, social well-being, and psychological well-being among employees of a leading manufacturing firm in India.
Methods
Undertaking a randomized-control experiment design (n = 64), we examined the impact of SKY on stress, anxiety, thriving, general health, and emotional, social, and psychological well-being. Two certified instructors conducted the SKY intervention in a retreat format over 3 days.
Results
The analysis demonstrated positive outcomes across various aspects of participants’ well-being, i.e., it significantly reduced their stress and anxiety and increased the levels of thriving, general health, and emotional, social, and psychological well-being. These findings are valuable for understanding the potential benefits of the SKY intervention.
Discussion
The findings provide support for considering SKY as a potential well-being intervention for employers at the workplace and society at large. Further exploration, implementation, and research in diverse contexts will be crucial to fully understand the long-term impact and scalability of the SKY intervention in promoting holistic well-being.
The interview process has been identified as one of the major barriers to employment of autistic individuals, which contributes to the staggering rate of under and unemployment of autistic adults. Decreasing stress during the interview has been shown to improve interview performance. However, in order to effectively provide insights on stress to both interviewees and interviewers, it is necessary to first effectively measure stress. This work explores physiological stress detection through wearable sensing as a means of obtaining quantitative stress measures from young autistic adults undergoing a virtual simulated interview using supervised machine learning techniques. Several supervised learning models were explored and it was found that Elastic Net Regression had the best accuracy with individual models with an accuracy of 84.8% while Support Vector Regression models evaluated with leave-one-out cross validation had a group accuracy of 75.4%. The predictions from the stress model were used with data visualization techniques in order to provide insights on the interview process from both a group and individual viewpoint, showing that stress trends can be found and evaluated using the stress model. This work also addresses a major gap in physiological stress detection literature by presenting a novel dataset of physiological data and ground truth labels for 15 autistic young adults undergoing a simulated interview.
Background
Employment is a major contributor to quality of life. However, autistic people are often unemployed and underemployed. One potential barrier to employment is the job interview. However, the availability of psychometrically-evaluated assessments of job interviewing skills is limited for autism services providers and researchers.
Objective
We analyzed the psychometric properties of the Mock Interview Rating Scale that was adapted for research with autistic transition-age youth (A-MIRS; a comprehensive assessment of video-recorded job interview role-play scenarios using anchor-based ratings for 14 scripted job scenarios).
Methods
Eighty-five transition-age youth with autism completed one of two randomized controlled trials to test the effectiveness of two interventions focused on job interview skills. All participants completed a single job interview role-play at pre-test that was scored by raters using the A-MIRS. We analyzed the structure of the A-MIRS using classical test theory, which involved conducting both exploratory and confirmatory factor analyzes, Rasch model analysis and calibration techniques. We then assessed internal consistency, inter-rater reliability, and test–retest reliability. Pearson correlations were used to assess the A-MIRS’ construct, convergent, divergent, criterion, and predictive validities by comparing it to demographic, clinical, cognitive, work history measures, and employment outcomes.
Results
Results revealed an 11-item unidimensional construct with strong internal consistency, inter-rater reliability, and test–retest reliability. Construct [pragmatic social skills (r = 0.61, p < 0.001), self-reported interview skills (r = 0.34, p = 0.001)], divergent [e.g., age (r = −0.13, p = 0.26), race (r = 0.02, p = 0.87)], and predictive validities [competitive employment (r = 0.31, p = 0.03)] received initial support via study correlations, while convergent [e.g., intrinsic motivation (r = 0.32, p = 0.007), job interview anxiety (r = −0.19, p = 0.08)] and criterion [e.g., prior employment (r = 0.22, p = 0.046), current employment (r = 0.21, p = 0.054)] validities were limited.
Conclusion
The psychometric properties of the 11-item A-MIRS ranged from strong-to-acceptable, indicating it may have utility as a reliable and valid method for assessing the job interview skills of autistic transition-age youth.
Asynchronous video interviews (AVIs) have become a popular alternative to face-to-face interviews for screening or selecting job applicants, in part because of their increased flexibility and lower costs. However, AVIs are often described as anxiety-provoking or associated with negative applicant reactions. Building on theories of media richness and social presence, we explore if increasing the media richness of AVIs, by replacing “default” text-based introductions and written questions with video-based ones, can positively influence interviewees’ experience. In an experimental study with 151 interviewees (Mage = 28.08, 56% Female) completing a mock interview, we examine the (direct and indirect) impact of media richness on perceived social presence, interview anxiety, use of honest and deceptive impression management tactics, and ultimately interview performance. Results showed that media richer AVIs help increase interviewees perceived social presence and improve their interview performance. Higher perceived social presence was also associated with lower interview anxiety and facilitated using impression management (especially other-focused tactics). Our findings highlight that there might be ways for organizations to embrace the practical benefits of AVIs while still ensuring a positive experience for interviewees.
Asynchronous video interviews (AVIs) are becoming exponentially more common in the hiring landscape. Despite practical benefits to organizations, research demonstrates potential challenges for applicants, including lower performance in technology-mediated interviews, and a host of negative attitudinal reactions to AVIs. Given this, AVI companies often provide tips for applicants, and applicants often access online resources to improve their performance. To date, we know little about interventions that can mitigate negative applicant reactions and increase applicant performance in AVIs, or the mechanisms involved in such a process. In Study 1, 202 participants from Prolific were randomly assigned to one of the four conditions (in a 2x2 experimental design) and completed a 5-question mock AVI, to explore how an AVI training video and practice impacted a host of self-report behavioral (i.e., impression management; IM) and attitudinal (i.e., anxiety, attraction, fairness, usability) outcomes, as well as response length, structure of the response, and interview performance. Results indicated that practice had negligible effects. However, training was positively associated with fairness perceptions (particularly consistency) and interview performance. Moreover, mediation analyses indicated that trained interviewees provided more structured and longer responses, which led to higher performance. Study 2 offered a replication with a sample of 156 active job seekers (senior students and Prolific users). Training was associated with more structured responses, and through this, higher performance. Pre- vs. post-training comparisons for a sub-sample also showed performance improvements. Implications, limitations, and directions for future research are discussed.
This study uses a simulation of an actual video interview to compare the effects of acquaintance and animated character scenes as interviewers on participants’ mental stress and perceptions. The acquaintance group tended to have lower anxiety levels in the self-state anxiety assessment and in the change in nasal tip temperature during the anticipation and presentation phases. Furthermore, the results of eye movements during the presentation showed that the acquaintance group paid more attention to the interviewer and perceived the interviewer with a higher frequency than the animated character group. In addition, we used the functional Near-Infrared Spectroscopy (fNIRS) technique to explore the effects of interview stress on brain activity. The stranger group tended to increase cerebral blood flow in both the left and right prefrontal cortices of the participants within 4 s of meeting the interviewer on the screen. This result may be related to mental stress, which promotes the brain’s regulatory function.Keywordsvideo interviewfNIRSmental stress
In the emotion regulation processes during a high stress event, the selection of the most adaptive strategies can be determinant for one to achieve his/her goal, maintaining wellbeing, reducing anxiety and balancing the psychophysiological response. This study examines the impact of two combined cognitive reappraisal strategies (CCR: acceptance and perspective taking) as opposed to suppression (SUP). A three-dimensional evaluation methodology was used (i.e., physiology, psychology and behaviour), to which individual satisfaction with the process and performance was added. Participants (N = 70, Mage = 26.93) were exposed to the Trier Social Stress Test and randomly assigned to one of the conditions (CCR or SUP). Participants in the CCR group were more satisfied with their emotional regulation process and with their TSST performance, they were also perceived
as more adequate and persuasive, comparing with SUP group. The RCC group maintained normal heart rate variability (HRV) values even during TSST, and stress levels did not change significantly. In contrast, in the SUP group, differences in stress levels were recorded and HRV values reduced significantly during TSST. There were no differences between groups in subjective affect. The social anxiety level trait is correlated with HRV during the task only for the suppression group and after the task for the CCR group. CCR seems to be an adaptive strategies combination for use in a situation of high social stress, mirroring a flexible regulatory process.
By adapting methods used to measure anxiety in physical employment interview, this study in the first stage identifies levels of anxiety induced in a computer-mediated interview setting. In the second stage, the study examines the mediating role of practice interview process in reducing interview anxiety and explores the moderating effects of gender and prior work experience on the relationship between remote interview anxiety and performance outcome. It utilizes partial least squares structural equation modeling to test the direct and mediation effect based on 245 responses received from job aspirants. As in a physical interview, anxiety in a remote situation is related to one’s level of preparation and perception of interviewing self-efficacy. The results reveal a significant positive effect of preparation satisfaction on self-efficacy perception of interview performance and significant negative effect of self-efficacy perception and preparation satisfaction on remote interview anxiety. Practice-interview process significantly mediated the performance outcome; however, the moderating effect of gender and work experience was found to be insignificant. Practical implications: Findings from this study have far-reaching implications for educators and professionals working toward mitigating anxiety during the employment selection processes in computer-mediated setting.
The article presents the results of a theoretical and empirical study on relations between various manifestations of anxiety and indicators of the locus of control in applicants for filling vacant IT positions. Researchers' views on anxiety and its types depending on life and professional situations are described. The performed theoretical analysis has shown that interview anxiety is a common problem in today's stressful and fast-paced work environment. This is especially true for applicants for IT vacancies, as the evaluative and competitive nature of the selection process often creates feelings of anxiety, frustration and distress. Accordingly, applicants' anxiety during job interviews has serious consequences, as it may undermine the predictive validity of the interviews and lead to the selection of less promising candidates. In particular, high anxiety may lead to low interview performance, despite the fact that the applicant may demonstrate high performance on professional tasks in the future. We empirically found that applicants for filling vacant IT positions during interviews were more anxious in situations where they had to show examples of their work and cared the least about others' opinions about their appearance. As for general internality, the IT representatives in the studied sample were externals, they believed that most of the circumstances occurring in their own lives were a coincidence. This was the most evident in the areas of: health, interpersonal relationships and readiness for activities related to overcoming difficulties. At the same time, the respondents classified themselves as internal in the field of personal achievements. We found that the respondents showing externality in the field of achievements, their own health and with increased focus on their own failures had high anxiety when interviewing for IT positions. On the contrary, anxiety about the appearance during interviewing increases among those applicants who were internal in professional achievements and about their own life in general.
Personnel Psychology has a long tradition of publishing important research on personnel selection. In this article, we review some of the key questions and findings from studies published in the journal and in the selection literature more broadly. In doing so, we focus on the various decisions organizations face regarding selection procedure development (e.g., use multiple selection procedures, contextualize procedure content), administration (e.g., provide pre‐test explanations, reveal target KSAOs), and scoring (e.g., weight predictors and criteria, use artificial intelligence). Further, we focus on how these decisions affect the validity of inferences drawn from the procedures, how use of the procedures may affect organizational diversity, and how applicants experience the procedures. We also consider factors such as cost and time. Based on our review, we highlight practical implications and key directions for future research. This article is protected by copyright. All rights reserved
Measures of Personality and Social Psychological Constructs assists researchers and practitioners by identifying and reviewing the best scales/measures for a variety of constructs. Each chapter discusses test validity, reliability, and utility. Authors have focused on the most often used and cited scales/measures, with a particular emphasis on those published in recent years. Each scale is identified and described, the sample on which it was developed is summarized, and reliability and validity data are presented, followed by presentation of the scale, in full or in part, where such permission has been obtained. Measures fall into five broad groups. The emotional disposition section reviews measures of general affective tendencies, and/or cognitive dispositions closely linked to emotion. These measures include hope and optimism, anger and hostility, life satisfaction, self-esteem, confidence, and affect dimensions. Emotion regulation scales go beyond general dispositions to measure factors that may contribute to understanding and managing emotions. These measures include alexithymia, empathy, resiliency, coping, sensation seeking, and ability and trait emotional intelligence. The interpersonal styles section introduces some traditional social�psychological themes in the context of personality assessment. These measures include adult attachment, concerns with public image and social evaluation, and forgiveness. The vices and virtues section reflects adherence to moral standards as an individual characteristic shaped by sociocultural influences and personality. These measures include values and moral personality, religiosity, dark personalities (Machiavellianism,narcissism, and subclinical psychopathy), and perfectionism. The sociocultural interaction and conflict section addresses relationships between different groups and associated attitudes. These measures include cross-cultural values, personality and beliefs, intergroup contact, stereotyping and prejudice, attitudes towards sexual orientation, and personality across cultures.
Personality measures with items that ask respondents to characterize themselves across a range of situations are increasingly used for personnel selection purposes. Research conducted in a laboratory setting has found that personality items may have different psychometric characteristics depending on the degree to which that range is widened or narrowed (i.e., degree of contextualization). This study is an attempt to study the psychometric impact of contextualization in a large field sample (N = 1,078). Respondents were given either a contextualized (at work) or noncontextualized (in general) version of the six facets of the conscientiousness factor of the NEO PI-R. Analyses were conducted at the facet and item levels. Results were mixed but indicated that error variances tended to be slightly lower for the work-specific instrument in comparison to the noncontextualized instrument. Implications for personality inventory development, validation, and use are discussed.
The strength of the relationship between anxiety and performance varies from study to study with correlations from extreme negative to positive values. In order to reveal the sources of this inconsistency, a series of meta-analyses was conducted using the Schmidt-Hunter algorithm for effect sizes r.One hundred and twenty-six studies published from 1975 to 1988, based on a total sample of 36,626 subjects, were located after a comprehensive literature search. They include 156 independent samples. An overall analysis with the 156 effect sizes yielded a population effect size of r = −.21. Further analyses aimed at exploring moderator variables that would account for the residual variance, but tests of gender, culture (USA, West Germany and others), and anxiety stability (state/trait) failed to unveil the expected moderator impact. However, analyses with the anxiety components worry and emotionality, kinds of anxiety such as general and test anxiety, and the anxiety measurement point in time yielded systematic differences: the more cognitively determined and the more specific the anxiety measure, the closer was its association with academic performance. A closer relationship was also found if anxiety was measured after the performance situation compared to being measured before.
This article reports on a two‐phase study of the “naive”; explanations people have for stage fright. People without any formal background in communication or in research on stage fright were asked to offer explanations for why people may experience stage fright. A questionnaire based on their responses was administered to a second sample. Nine factors emerged: Mistakes, Unfamiliar Role, Humiliation, Negative Results, Rigid Rules, Personality Traits, Preparation, Audience Interest, and Physical Appearance. Respondents’ own previous public speaking experience impacted their ratings of these factors, but their personal level of public speaking anxiety was unrelated. The implications for stage fright treatment and future research endeavors are discussed.
"This paper advocates a validational process utilizing a matrix of intercorrelations among tests representing at least two traits, each measured by at least two methods. Measures of the same trait should correlate higher with each other than they do with measures of different traits involving separate methods. Ideally, these validity values should also be higher than the correlations among different traits measure by the same method." Examples from the literature are described as well as problems in the application of the technique. 36 refs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)
Anumber of goodness-of-fit indices for the evaluation of multivariate structural models are expressed as functions of the noncentrality parameter in order to elucidate their mathematical properties and, in particular, to explain previous numerical findings. Most of the indices considered are shown to vary systematically with sample size. It is suggested that H. Akaike's (1974; see record
1989-17660-001) information criterion cannot be used for model selection in real applications and that there are problems attending the definition of parsimonious fit indices. A normed function of the noncentrality parameter is recommended as an unbiased absolute goodness-of-fit index, and the Tucker–Lewis (see record
1973-30255-001) index and a new unbiased counterpart of the Bentler–Bonett (see record
1981-06898-001) index are recommended for those investigators who might wish to evaluate fit relative to a null model. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study investigated the impact of interview focus (i.e., combined recruitment-selection versus recruitment only), interview content, and individual differences on applicants' information acquisition during interviews and persistence in pursuing jobs. Applicants for a position in a research center were studied longitudinally in a randomized experimental design. Results indicated that applicants acquired more information from interviews focusing solely on recruitment. This effect was strengthened where applicants were low in cognitive ability, high in trait anxiety, and low in self-monitoring. However, applicants involved in combined recruitment-selection interviews were more likely to persist in pursuing the job. The implications of these results for recruiting practice are described. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Investigated the effects of perceived purpose for rating and training type on the following dependent variables: accuracy, leniency/severity, and illusory halo. The purpose factor comprised 3 levels: a hiring purpose, a feedback purpose, and a research-only purpose. The training factor comprised 4 levels: rater error (RE) training, frame-of-reference (FOR) training, the combination of both methods, and no training. With both factors crossed, 164 undergraduates were randomly assigned to 1 of 12 conditions and viewed videotapes of lectures given by bogus graduate assistants. Heterogeneity of variance made it necessary to apply a conservative analytical strategy. Training significantly affected 2 measures of accuracy and halo such that a training condition that contained an FOR component did better than RE or no training. The conservativeness of the conservative analytic strategy made effects for the purpose factor on correlation accuracy, leniency/severity, and halo only tentative; it dissipated the 1 interaction effect of the 2 factors on distance accuracy. Discussion centers on (a) comparison of the results with those of S. Zedeck and W. Cascio (see record
1983-09102-001), (b) potential reasons for the heteroscedasticity, and (c) implications for the development of student evaluations of university instructors. (32 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Factor analysis, path analysis, structural equation modeling, and related multivariate statistical methods are based on maximum likelihood or generalized least squares estimation developed for covariance structure models (CSMs). Large-sample theory provides a chi-square goodness-of-fit test for comparing a model (M) against a general alternative M based on correlated variables. It is suggested that this comparison is insufficient for M evaluation. A general null M based on modified independence among variables is proposed as an additional reference point for the statistical and scientific evaluation of CSMs. Use of the null M in the context of a procedure that sequentially evaluates the statistical necessity of various sets of parameters places statistical methods in covariance structure analysis into a more complete framework. The concepts of ideal Ms and pseudo chi-square tests are introduced, and their roles in hypothesis testing are developed. The importance of supplementing statistical evaluation with incremental fit indices associated with the comparison of hierarchical Ms is also emphasized. Normed and nonnormed fit indices are developed and illustrated. (43 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Increased use of personality inventories in employee selection has led to concerns regarding factors that influence the validity of such measures. A series of studies was conducted to examine the influence of frame of reference on responses to a personality inventory. Study 1 involved both within-subject and between-groups designs to assess the effects of testing situation (general instructions vs. applicant instructions) and item type (work specific vs. noncontextual) on responses to the NEO Five-Factor Inventory (P. T. Costa & R. R. McCrae, 1989). Results indicated that a work-related testing context and work-related items led to more positive responses. A second study found differences in the validity of a measure of conscientiousness, depending on the frame of reference of respondents. Specifically, context-specific items were found to have greater validity. Implications for personnel selection are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Describes the development of a scale to assess individual differences in self-consciousness. Construction of the scale involved testing the 38 initial items with 130 female and 82 male undergraduates. A principal components factor analysis of the data yielded 3 factors accounting for 43% of the variance: Private Self-Consciousness, Public Self-Consciousness, and Social Anxiety. The final version of the scale, which contained 23 items, was administered to several groups of undergraduates (N = 668) to obtain norms, test-retest (2 wks), subscale correlation, and reliability data. Test-retest reliabilities were .84 for the Public Self-Consciousness scale, .79 for the Private Self-Consciousness scale, .73 for the Social Anxiety scale, and .80 for the total score. Public Self-Consciousness correlated moderately with both Private Self-Consciousness and Social Anxiety, while the correlation of Private Self-Consciousness with Social Anxiety fluctuated around zero. No sex differences in scores were observed. Implications for research and therapy are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Meta-analysis of the cumulative research on various predictors of job performance showed that for entry-level jobs there was no predictor with validity equal to that of ability, which had a mean validity of .53. For selection on the basis of current job performance, the work sample test, with mean validity of .54, was slightly better. For federal entry-level jobs, substitution of an alternative predictor would cost from 15.89 billion/year (age). Hiring on ability had a utility of $15.61 billion/year but affected minority groups adversely. Hiring on ability by quotas would decrease utility by 5%. A 3rd strategy—using a low cutoff score—would decrease utility by 83%. Using other predictors in conjunction with ability tests might improve validity and reduce adverse impact, but there is as yet no database for studying this possibility. (89 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Provides a reanalysis of the employment interview for entry-level jobs that overcomes several limitations of J. E. Hunter and R. F. Hunter's (see record
1984-30168-001) article. Using a relatively sophisticated multidimensional framework for classifying level of structure, the authors obtained results from a meta-analysis of 114 entry-level interview validity coefficients suggesting that (1) structure is a major moderator of interview validity; (2) interviews, particularly when structured, can reach levels of validity that are comparable to those of mental ability tests; and (3) although validity does increase through much of the range of structure, there is a point at which additional structure yields essentially no incremental validity. Thus, results suggested a ceiling effect for structure. Limitations and directions for future research are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Describes the development of the Job Interview Self-Statement Schedule (JISSS), a device for the assessment of positive and negative cognitions that may occur during job-selection interviews. 30 graduate psychology students and 99 undergraduates were used to determine that the JISSS appears to be an internally consistent and valid measure of cognitive activity during interview imagery. Highly interview-anxious Ss achieved higher negative self-statement scores and lower positive self-statement scores than did low-anxious Ss. The positive self-statement scores of low-anxious Ss were significantly higher than their negative scores. (31 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Test-taking dispositions and motivation have been proposed as moderators of employment test validity. In a simulated, multiorganization employment system, scores on the Test Attitude Survey were found to moderate the validities of both an ability and a personality test used to predict a performance criterion. The criterion-related validity of the personality test was found to be higher for a subsample with less positive test-taking motivation than for a subsample with higher test-taking motivation. An opposite effect was found among the subgroups for the ability test. Range restriction and the predictability of individuals with high and low test-taking dispositions were examined as explanations for the findings. Practice and negative feedback effects on test-taking motivation and dispositions were assessed. Implications for examining predictive vs concurrent validation designs are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Reviews issues raised by the classic manifesto by P. Meehl (see record
1946-00482-001) in 1945 on the dynamics of structured personality inventories in the light of subsequent developments. A series of principles relating to personality scale development is proposed, which highlights the role of psychological theory and item content in formulating a multifaceted item pool, and the importance of suppressing response biases. Because of the competing and often interacting relation of trait and method variance, multivariate procedures for scale construction and evaluation of discriminant validity are considered essential. It is concluded that considerably more is now known about personality and scale construction, and that personality assessment specialists need not abandon their unique human capacity to judge and evaluate item content. (55 ref.) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The assessment of individual differences has generated shockwaves affecting sociology, education, and a number of other behavioral sciences as well as the fields of management and organizational behavior.
In covering the assessment of individual differences, this book pays tribute to the interests and activities that Douglas N. Jackson has incorporated into his career as a psychologist. He continues to be a leader in putting academic findings to practical use. He has also inspired generations of students with his mastery of complex concepts and as a personal example of the ability to balance several simultaneous areas of research. Consistent with the focus of Jackson's research, the theme of this book will be how the use of deductive, construct-driven strategies in the assessment of individual differences leads to benefits in terms of the applicability of the assessment instruments and the clarity of the conclusions that can be drawn from the research.
Test-taking dispositions and motivation have been proposed as moderators of employment test validity. In a simulated, multiorganization employment system, scores on the Test Attitude Survey (TAS) were found to moderate the validities of both an ability and a personality test used to predict a performance criterion. The criterion-related validity of the personality test was found to be higher for a subsample with less positive test-taking motivation than for a subsample with higher test-taking motivation. An opposite effect was found among the subgroups for the ability test. Range restriction and the predictability of individuals with high and low test-taking dispositions were examined as explanations for the findings. Practice and negative feedback effects on test-taking motivation and dispositions were assessed. Implications for examining predictive versus concurrent validation designs are discussed.
The rapid growth of research on organizational citizenship behaviors (OCBs) has resulted in some conceptual confusion about the nature of the construct, and made it difficult for all but the most avid readers to keep up with developments in this domain. This paper critically examines the literature on organizational citizenship behavior and other, related constructs. More specifically, it: (a) explores the conceptual similarities and differences between the various forms of “citizenship” behavior constructs identified in the literature; (b) summarizes the empirical findings of both the antecedents and consequences of OCBs; and (c) identifies several interesting directions for future research.
Candidates in 551 initial graduate recruitment interviews provided estimates of the level of their motivation to succeed immediately before and after each interview. Their level of state anxiety was also measured before interviews. At the end of the interview they indicated how much they liked the interviewer personally and estimated both the likelihood of their being successful in the interview and the likelihood that they would accept a job with that company, if eventually offered one. Interviewers were asked to evaluate each candidate and to estimate his chances of being offered a job by their company.
When candidates liked interviewers personally, they were more optimistic about their chances of success and were more willing to accept potential job offers. Candidates were also more confident of success at the end of the interview when their pre-interview motivation had been high. However, interviewer evaluations of candidates were most favourable when the level of their pre-interview motivation had been intermediate. Candidate state anxiety was unrelated to the favourability of interviewers' evaluations of them.
Previous research has indicated adults with certain psychological and behavioral problems have a childhood history of rejection by their peers. Research also has indicated that quiet adults are perceived less positively than their more talkative peers. The present research sought to determine whether there is an association between quietness in children and rejection of those children by their peers. This study of 1,529 children in grades 3–12 indicates a strong tendency on the part of children to reject shy or quiet peers. Programs to help children overcome the causes of quietness are recommended as a high priority for communication educators.
Communication apprehension (CA) affects interpersonal perceptions in small task‐oriented groups. Those who scored higher in CA were rated both by themselves and by others to be lower in emerged leadership, and lower in both social and task attraction than those with lower CA. Lower apprehensives received higher overall intragroup evaluations than did higher apprehensives. Trend analyses identified more stable perceptions over time for lower CAs and, increasingly positive perceptions of higher CAs.
Research in the realm of selection and educational testing has begun to explore test takers' attitudes toward tests. However, valid measurement of test-taking attitudes is required before concrete conclusions may be drawn. The purpose of this investigation was to examine the psychometric properties of a popular measure of test-taking attitudes that may be used in occupational or educational selection testing applications—the Test Attitude Survey (TAS). Participants included 242 undergraduate students, each of whom completed a battery that included personality and test attitude items. Although results indicated adequate convergent validity for scores on the TAS, there is room for improvement to the overall structural validity of scores on this measure.
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.
This review critically examines the literature from 1985 to 1999 on applicant perceptions of selection procedures. We organize our review around several key questions: What perceptions have been studied? What are determinants of perceptions? What are the consequences or outcomes associated with perceptions applicants hold? What theoretical frameworks are most useful in examining these perceptions? For each of these questions, we provide suggestions for key research directions. We conclude with a discussion of the practical implications of this line of research for those who design and administer selection processes.
Although letters of recommendation are (LORs) widely used, little research has ex- amined how accurately they predict job performance. The few existing studies have yielded mixed results, and meta-analytic estimates of validity range from .14 to .27 (Hunter & Hunter, 1984; Reilly & Chao, 1982). This investigation was designed to improve predictive validity by developing a standardized reference form and evaluat- ing 3 different rating formats: Multi-Item scales, Relative Percentile Method (RPM) scales, and Global Trait Rankings. A total of 520 individuals applied to the Canadian military, and 544 LORs were obtained. Complete predictor and criterion data were available for 57 participants. Regression analyses indicated that the validity of the RPM rating format (R2(adj) = .18; R(adj) = .42) was substantially higher than previous es- timates of LOR validity. The 2 remaining methods produced nonsignificant results. Limitations of the study, suggestions for future research, and implications for the field are discussed. The selection of suitable applicants is a critical component in producing and main- taining high levels of productivity in organizations. Although an impressive body of research has been conducted on most conventional selection methods, there is a no- ticeable lack of studies on letters of recommendation (LORs), despite the fact that they are commonly used (Aamodt, 1999). The paucity of empirical investigations suggests that there is much to learn about improving the predictive validity of LORs. Accordingly, our goal in this study was to develop a practical method of gathering applicant information through LORs that would maximize predictive validity.
In order to determine if patterns identified in the general communication apprehension (CA) literature would emerge with regard to employment interviews, three investigations were undertaken. The first study investigated thoughts high and low CAs entertain regarding employment interviews. The second study probed differences in self‐reported preparation activities that high and low CAs employ with regard to employment interviews. The third study examined differences in verbal and nonverbal behaviors displayed by high and low CAs in employment interview situations. In general, these studies indicate that high CAs avoid thinking about interviews, avoid preparing for them, and use a pattern of communicative minimization (few gestures, few words, etc.) in employment interviews. These data are congruent with data on CA in other circumstances, provide a basis for developing grounded interventions in this domain, and have implications for the way interviews of this nature ought to be handled in classroom situations.
The Interview Perception Questionnaire (IPQ) was developed to explore possible sources of college students' perceptions and concerns about job interviewing. Statistical analysis of business majors' responses to the IPQ identified four main factors of interviewing perceptions: self-assuredness, nervousness, powerlessness, and confidence. (Author/TE)
The purpose of this study was to develop an instrument designed to measure communication apprehension in employment interviews. The Personal Report of Communication Apprehension in Employment Interviews (PRCAEI) consists of 5 items. Factor analysis revealed that all 5 items loaded on a single factor with a reliability of 89. The instrument showed reasonable overlap and divergence from the Personal Report of Communication Apprehension. As expected, the PRCAEI was inversely correlated with willingness to communicate and self‐perceived communication competence; Those with relatively high PRCAEI scores also reported entertaining more negative thoughts in imagined interviews than those with relatively low PRCAEI scores. Implications of these findings are discussed at the conclusion of this report.
Two studies were conducted to provide evidence concerning the predictive validity of the Personal Report of Communication Apprehension in Employment Interviews (PRCAEI). The first study, conducted in a laboratory setting, indicated that those who scored relatively high on the PRCAEI were recommended to be hired less often than those with relatively low PRCAEI scores. High PRCAEIs were also seen as less trustworthy, less task oriented, and less socially attractive than low PRCAEIs. The second study, conducted in the field, found a negative relationship (‐.84) between candidates’ scores on the PRCAEI and the rank they were given by an interviewer. That is, the higher one's PRCAEI score, the lower interviewers ranked him or her relative to others interviewing for the position. These studies offer strong support for the predictive validity of the PRCAEI and suggest CA is an extremely important variable in job interviews.