Why are structured interviews so rarely used in personnel selection?
作者基于计划行为理论，研究了为什么结构化面试在人员选拔中很少被使用。作者调查了79名人力资源经理，让他们评估非结构化面试和结构化面试的案例描述，并访谈了他们自己的实践。数据表明，经理们对非结构化面试的意向更强，这与他们实际选拔员工时更倾向于非结构化方式一致。计划行为理论能有效预测经理们的意向，其中态度和主观规范对两种方法的意向都有预测作用，但只有对非结构化面试的意向与实际行为相关。
By adopting the theory of planned behavior, this study tried to predict human resources managers' (N = 79) intentions toward unstructured and structured interview techniques. Managers evaluated case descriptions of both techniques and were interviewed about their own practices. The data revealed stronger intentions toward unstructured interviewing than toward structured interviewing, which was consistent with their own practices in selecting staff, which appeared to be rather unstructured. l. Ajzen's (1991) theory appeared to be a useful framework for predicting managers' intentions. In particular, attitudes and subjective norms were predictive of intentions to engage in either method. Only intentions toward the unstructured case were related to managers' actual behavior.