AN ATTRIBUTIONAL ANALYSIS OF DECISION-MAKING IN A PERSONNEL-SELECTION INTERVIEW

The purpose of this study was to examine the decision process in a simulated personnel selection interview using Weiner's (1986) attribution theory. Weiner's theory is particularly relevant to the selection interview because it provides a sequential conceptual framework that identifies the key variables associated with an applicant's work history and an interviewer's cognitions, affect, and decision to hire. Interview transcripts, which varied in the Outcome (positive-negative), Locus (internal-external), and Stability (stable-unstable) of an applicant's previous work history were administered to university students who played the role of a personnel selection interviewer. Three dependent variables assessed the interviewer's expectancies of the applicant's future job performance (expectancy), the interviewer's emotional reaction (hopefulness), and the probability of the interviewer hiring the applicant (decision). Results indicated that Weiner's attribution theory provides a promising framework to assess the decision process in a personnel selection interview. Personnel interviewers detected differences in the causes of past work outcomes offered by applicants, which, in turn, affected their expectancies, emotions, and decisions to hire. The implications of the results for the interview process and Weiner's attribution theory are discussed.