Why are structured interviews so rarely used in personnel selection?
基于计划行为理论，对79名人力资源经理的意向和行为进行研究，发现他们对非结构化面试的意向强于结构化面试，且态度和主观规范能预测其意向。
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.