Dissertations and Theses @ UNI
Availability
Open Access Thesis
Keywords
Employee selection--Evaluation; Universities and colleges--Faculty--Selection and appointment; Academic theses;
Abstract
Hiring the most capable applicants has a large impact on the bottom line of an organization. The most effective tools to identify talent are well known to IndustrialOrganizational Psychologists, but these analytical tools are used less frequently than less effective intuitive procedures, such as the traditional unstructured job interview. In a survey of university faculty, we found that the most important factor influencing the use of a selection tool was its perceived validity, but these perceptions were not wellcalibrated to actual criterion related validity. We found some evidence that perceived validity was influenced by implicit beliefs about hiring. A body of research has examined applicant reactions to different selection methods, but the perceptions of people who select hiring processes to be used at institutions of higher education have been relatively ignored. The present study illustrates that the perceptions of the validity of different hiring methods may be inaccurate and that those perceptions may be driven by implicit beliefs, rather than empirical results.
Year of Submission
2010
Degree Name
Master of Arts
Department
Department of Psychology
First Advisor
Adam Butler
Second Advisor
Atul Mitra
Third Advisor
Jack Yates
Date Original
2010
Object Description
1 PDF file (81 leaves)
Copyright
©2010 Laura Caraleen Foster
Language
en
File Format
application/pdf
Recommended Citation
Foster, Laura Caraleen, "Faculty Hiring Committees Perceptions of Hiring Processes and Subjectivity" (2010). Dissertations and Theses @ UNI. 2675.
https://scholarworks.uni.edu/etd/2675
Comments
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