Effects of Job Applicant Past Performance and Interpersonal Attraction on Evaluator Attributions and Selection Decisions.
Date of Award
Doctor of Philosophy (PhD)
The purpose of the present study was to examine the main and interactive effects of applicant past performance and interpersonal attraction on evaluator attributions and selection decisions; and the effects of evaluator attributions on selection decisions. One hundred seventy-two male and female students enrolled in undergraduate principles of management classes participated in the study. Subjects evaluated an application for an on-campus position and were asked to make selection decisions (i.e., rating applicant's chances of being selected for an interview and eventually receiving a job offer). The results indicated a main effect of applicant past performance (educational and work-related) on selection decisions, with good past performance applicants receiving more favorable selection decisions than those with poor past performance. Further, internal attributions for good past performance were associated with more favorable selection decisions while internal attributions for poor past performance were associated with less favorable selection decisions. One gender effect (i.e., interpersonal attraction on selection decisions) was found. Implications of these findings are discussed, and suggestions for future research presented.
Phillips, Carl R., "Effects of Job Applicant Past Performance and Interpersonal Attraction on Evaluator Attributions and Selection Decisions." (1992). LSU Historical Dissertations and Theses. 5346.