EXPLORING THE BOUNDARY CONDITIONS FOR INTERVIEW VALIDITY: META‐ANALYTIC VALIDITY FINDINGS FOR A NEW INTERVIEW TYPE
通过元分析发现，一种电话录音后评分的非传统结构化面试，其预测工作绩效的效度与传统结构化面试相当，表明不同构建方式的结构化面试可能具有相似的效度水平。
This study uses meta‐analysis of an extensive predictive validity data‐base to explore the boundary conditions for the validity of. the structured interview as presented by McDaniel, Whetzel, Schmidt, and Maurer (1994). The interview examined here differs from traditional structured interviews in being empirically constructed, administered by telephone, and scored later based on a taped transcript. Despite these and other differences, this nontraditional employment interview was found to have essentially the same level of criterion‐related validity for supervisory ratings of job performance reported by McDaniel for other structured employment interviews. These findings suggest that a variety of different approaches to the construction, administration, and scoring of structured employment interviews may lead to comparable levels of validity. We hypothesize that this result obtains because different types of structured interviews all measure to varying degrees constructs with known generalizable validity (e.g., conscientiousness and general mental ability). The interview examined here was also found to be a valid predictor of production records, sales volume, absenteeism, and job tenure.