A PRACTITIONER‐BASED ANALYSIS OF INTERVIEWER JOB EXPERTISE AND SCALE FORMAT AS CONTEXTUAL FACTORS IN SITUATIONAL INTERVIEWS
研究了情境面试中行为锚定量表和面试官工作专长对评分一致性和准确性的影响，发现使用情境面试量表比传统量表评分更优，但工作专长并未提升评分质量。
Since the first published Situational Interview (SI) study (Latham, Saari, Pursell, & Campion, 1980), research has shown practical and psychometric support for the usefulness of this behavioral interview method. However, such studies have often failed to distinguish the effects of “interview context” factors, such as the SI's behaviorally anchored scale and the use of job expert interviewers on SI ratings. To aid HR managers interested in adopting a behavioral interview system, this study examined the contributions of the SI's behaviorally anchored scale and the interviewer's job expertise to the interrater agreement and accuracy of ratings of situational questions. Two police samples (job content experts) and a student sample (naive raters) showed that ratings of videotaped interviews for police sergeant/lieutenant positions based on the SI scale were significantly superior to those gained using a more traditional rating format, and that job experts did not produce better ratings than naive raters.