Virtually every previous review has concluded that structuring the selection interview improves its psychometric properties. This paper reviews the research literature in order to describe and evaluate the many ways interviews can be structured. Fifteen components of structure are identified that may enhance either the content of the interview or the evaluation process in the interview. Each component is explained in terms of its various operationalizations in the literature. Then, each component is critiqued in terms of its impact on numerous forms of reliability, validity, and user reactions. Finally, recommendations for research and practice are presented. It is concluded that interviews can be easily enhanced by using some of the many possible components of structure, and the improvement of this popular selection procedure should be a high priority for future research and practice.In the 80-year history of published research on employment interviewing (dating back to Scott, 1915), few conclusions have been more widely supported than the idea that structuring the interview enhances reliability and validity.

Research into the mental health needs of asylum seekers and refugees has revealed that they are likely to experience poorer mental health as well as higher levels of exclusion and vulnerability than native populations. This paper reports on data drawn from semi-structured interviews of 21 refugees and asylum seekers that describe the complexity experienced by those living in exile, and the necessity for a more integrated and holistic approach in the planning and delivery of services to support mental health. Incorporating a perspective from service users will encourage providers to take account of the multitude of practical, social, cultural, economic and legal difficulties that can influence the long-term mental health of this population. The implications highlight a need to shift from a simple biomedical model of the causes and effects of ill-health to a social model, which will require reorganisation not only in healthcare but in welfare, housing, employment and immigration policy.

Research on polychronicity generally treats time use preference, context, and time tangibility as isomorphic variables that can be represented on a single continuum. An alternative model of temporality that treats these variables as independent dimensions is presented. This model is tested in a sample of 258 middle and senior level executives representing more than 200 organizations and 25 countries. Correlations among the variables and confirmatory factor analyses provide support for the multidimensional view of polychronicity. Further classification provided evidence that all eight possible configurations of the three variables can and do exist. The most frequent “type” reflected a polyphasic time use preference, low context, and high time tangible profile. This profile fits the description of Type A behavior pattern adding support for the multidimensional view.

In 2008, Mind in Bexley received a research development grant from the Big Lottery Fund and a training grant from Bexley Care Trust to empower service users to participate and contribute to a pilot research project. The project aims were to work with, develop, train and support service users as researchers, in order to record the narratives of service users who have common experiences of mental health distress and treatment. The research development project set up an advisory group, created and developed a partnership with the University of Kent and provided workshops and training sessions to explore some of the principles of research and ethics. In addition, the group undertook a preliminary literature review, developed and refined a research questionnaire and piloted interviews with six service users. Many issues were raised and lessons learned during the planning and conduct of the project. This paper discusses the process and reflects on aspects of the project's design and delivery. In addition, this paper highlights some of the difficulties in undertaking service user research and suggests recommendations as to how to overcome some of these complex issues.

Compensation research distinguishes between satisfaction with pay level and the system that determines and delivers pay, but has neglected to make a similar distinction with respect to benefits. We (1) develop a measure of the benefit system satisfaction construct, (2) examine the discriminant validity of benefit system satisfaction, and (3) examine aspects of procedural and distributive justice and transaction costs as they relate to benefit satisfaction. Confirmatory factor analysis of a comprehensive pay satisfaction measure supported a separate benefit system satisfaction dimension. Structural equation models supported common and unique antecedents of benefit system and benefit level satisfaction, and supported their relationships with global job satisfaction.

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In this cross-sectional research design, the authors explore and offer evidence of differential obligations of permanent and contingent workers to their organization. Additionally, they holistically investigate the relationships between different psychological contract obligations and two dimensions of organizational commitment. They found limited support for the hypotheses that psychological contract perceptions varied across permanent and contingent workers and levels of commitment. Additionally, they discovered that organization-based self-esteem partially mediated the relationship between psychological contract and organizational commitment. Implications for management practice, limitations of the study, and directions for future research are also offered.

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