Does interview anxiety predict job performance and does it influence the predictive validity of interviews?

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We investigated the consequences of interview and social-evaluative workplace anxiety on job performance, and whether these two anxieties share a common antecedent-fear of negative evaluation. Job applicants (n = 128) completed a survey following their interview and halfway through their work term; supervisory performance ratings were collected at the end of the work term. Fear of negative evaluation was positively correlated with both interview anxiety and social-evaluative workplace anxiety. The correlation between interview anxiety and job performance was near zero, as was the correlation between social-evaluative workplace anxiety and job performance; these relations were not moderated by the social-evaluative nature of the job. This study suggests that anxious interviewees and employees perform as well as their less anxious counterparts, even in social-evaluative jobs.

Section: Strengths Limitations and Future Directionsmentioning

confidence: 94%

Section: Introductionmentioning

confidence: 90%

Section: Anxiety and Performancementioning

confidence: 99%

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The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety

Zhang

Powell

Bonaccio

2021

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“…To be specific, studies have found that interviewees experiencing anxiety during an interview receive lower ratings of performance and are less likely to be hired for the position (see Powell et al, 2018). This finding is troublesome given that no existing research has demonstrated that anxious interviewees are less suitable for the job; rather, there is one study that found that the job interview exhibited lower predictive validity of job performance in highly anxious students who were applying for University-based residence positions (Schneider et al, 2019). While these studies are informative, the majority have been based on mock interviews or are focused on students applying for jobs through University career counseling services (see Powell et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Expanding conceptual understanding of interview anxiety and performance: Integrating cognitive, behavioral, and physiological features

Constantin

Powell

McCarthy

2021

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Interview anxiety is common among interviewees and has the potential to undermine an applicant's interview performance. Nevertheless, there is much that we do not understand about the role of anxiety in job interviews. In this paper, we advance a conceptual model that highlights the multidimensional nature of interview anxiety by incorporating its cognitive, behavioral, and physiological components, termed the Tripartite Interview Anxiety Framework (TIAF). This model highlights the role of person, interviewer, and contextual characteristics in shaping interview anxiety, elucidates the underlying relations between interview anxiety and performance, and delineates critical moderators of these important relations. In doing so, the TIAF simultaneously advances the theory of interview anxiety, promotes further work in this area, and highlights implications for practice.

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Employment interview still gathers elevated scholarly attention, as it represents the most popular selection tool among employers (Macan, 2009;McCarthy & Cheng, 2018), and it is seen favorably by applicants (Anderson et al, 2010). Scholars have been increasingly studying the employment interview from the applicants' perspective (McCharty & Cheng, 2014), focusing on their attitudes, self-cognitions, and emotions, and evaluating the impact of these aspects on their performance (see Nikolaou & Georgiou, 2018;Schneider et al, 2019).We aim at strengthening understanding of interview selfefficacy (henceforth, ISE), a prominent self-cognition explaining employment interview performance (Tay et al, 2006;Tross &

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confidence: 99%

The role of feedback on interview self‐efficacy and outcome expectations

Petruzziello

Chiesa

Guglielmi

et al. 2021

Employment interview still gathers elevated scholarly attention, as it represents the most popular selection tool among employers (Macan, 2009;McCarthy & Cheng, 2018), and it is seen favorably by applicants (Anderson et al., 2010). Scholars have been increasingly studying the employment interview from the applicants' perspective (McCharty & Cheng, 2014), focusing on their attitudes, self-cognitions, and emotions, and evaluating the impact of these aspects on their performance (see Nikolaou & Georgiou, 2018;Schneider et al., 2019).We aim at strengthening understanding of interview selfefficacy (henceforth, ISE), a prominent self-cognition explaining employment interview performance (Tay et al., 2006;Tross &