Interview notes and validity

被引：19

作者：

Burnett, JR

Fan, C

Motowidlo, SJ

DeGroot, T

机构：

[1] Performance Insights, Brandenton, FL 34282 USA

[2] Univ Alabama, Dept Adm Hlth Serv, Birmingham, AL USA

[3] Univ Florida, Dept Management, Gainesville, FL 32611 USA

来源：

PERSONNEL PSYCHOLOGY | 1998年 / 51卷 / 02期

关键词：

D O I：

10.1111/j.1744-6570.1998.tb00730.x

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Three studies were conducted investigating the effects of notetaking behavior and the content of notes on validity in a selection interview. Overall, results indicate that when notetaking was voluntary, notetakers made more valid ratings than non-notetakers. But, when notetaking was manipulated non-notetakers made ratings that were just as valid as raters told to take behavioral notes, and actually more valid than those raters instructed to take general notes. With regard to the content of notes, behavioral-type notes were found to contribute to greater validity. In addition, in the first and third study, procedural type notes resulted in lower validity. These results may have important implications for interviewer training for notetaking.

引用

页码：375 / 396

页数：22

共 35 条

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