The psychology of 'attitudes': Part I.

Sherif, Muzafer; Cantril, Hadley

doi:10.1037/h0062252

Cited by 72 publications

(34 citation statements)

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“…Internal conditions of a person determine responses in any partially unstructured testing situation (Cronbach, 1946;Sherif & Cantril, 1945). An unstructured interview might allow an individual to build a certain image and use it throughout the entire interview.…”

Section: Unstructured Interviewsmentioning

confidence: 99%

A Model of Faking Likelihood in the Employment Interview

Levashina

Campion

2006

Int J Selection Assessment

166

341

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There has been surprisingly little research on faking in the employment interview, despite the fact that professional judgment would suggest that faking might occur in the interview. Based on a review of the literature on faking in personality tests and the literature on deception, we propose a model of faking during an employment interview and develop 19 testable propositions to guide future research. We argue that faking is a function of capacity, willingness, and opportunity to fake. Structured interviews provide less opportunity for intentional distortion; however, some components of structure may actually increase faking. Finally, job candidates distort their responses in job desirable ways.

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Section: Unstructured Interviewsmentioning

confidence: 99%

A Model of Faking Likelihood in the Employment Interview

Levashina

Campion

2006

Int J Selection Assessment

166

341

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“…Indeed, many investigators have expressed the conviction that there is a unitary nature, or invariance, of the laws governing psychological judgments. Sherif and Cantril (1945), for example, have pointed out that judgments made in laboratory and social situations can be described by the same basic laws. Helson (1966) explicated a similar view in relating adaptation-level theory to motivational issues.…”

mentioning

confidence: 99%

The effect of the induction of involvement on psychophysical judgments

Levine

1972

Perception & Psychophysics

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“…As discussed earlier, a contrast effect occurs when prior judgments are biased away from previous information. An assimilation effect refers to the opposite --prior judgments are biased towards previous information (Sherif & Cantril, 1945). Smither, Reilly, & Buda (1988) demonstrated that when information was observed directly, a contrast effect was likely to occur.…”

Section: Ratee Dispositionmentioning

confidence: 99%

“…When future job performance is discrepant from the rater's expectations, a contrast effect can occur. A contrast effect biases the rater's performance judgment away from prior performance levels (Sherif & Cantril, 1945). For example, Murphy, Balzer, Lockhart, and Eisenman (1985) conducted a laboratory experiment where participants viewed and rated a videotaped lecturer delivering an average performance (where the lecturer adopted an average speaking style that was neither dynamic nor hesitant).…”

Section: Preference For Positive Trendsmentioning

confidence: 99%

Attributions and the Evaluation of Dynamic Performance

Harari¹

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As research into the dynamic characteristics of job performance across time has continued to accumulate, associated implications for performance appraisal have become evident. At present, several studies have demonstrated that systematic trends in job performance across time influence how performance is ultimately judged.However, little research has considered the processes by which the performance trend-performance rating relationship occurs. In the present study, I addressed this gap. Specifically, drawing on attribution theory, I proposed and tested a model whereby the performance trend-performance rating relationship occurs through attributions to ability and effort. The results of this study indicated that attributions to ability, but not effort, mediate the relationship between performance trend and performance ratings and that this relationship depends on attribution-related cues.Implications for performance appraisal research and theory are discussed.

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The psychology of 'attitudes': Part I.

Cited by 72 publications

References 0 publications

A Model of Faking Likelihood in the Employment Interview

A Model of Faking Likelihood in the Employment Interview

The effect of the induction of involvement on psychophysical judgments

Attributions and the Evaluation of Dynamic Performance

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