title: Panel versus individual interviews: A meta-analytic investigation of employment interview validity

authors: Guilford, Justine Rebecca

abstract: Further analysis using a similar data set to the McDaniel, Whetzel, Schmidt and Maurer (1994) meta-analysis of employment interviews was performed in the present study, in order to investigate four possible causes for the apparent superiority of individual employment interviews. These causes included (a) criterion contamination of individual interview studies, (b) greater prevalence of psychologists performing individual interviews, (c) greater number of trained/experienced individual interviewers, and (d) greater prevalence of high proximity to target positions in individual interviews. A research question was also proposed to investigate whether all interview panel sizes were inferior to individual interviews in terms of validity. Meta-analyses using 204 job and training performance validity coefficients indicated that individual interviews were superior in validity to panel interviews, but only when the criterion was training performance. Training/experience was the only explanation for the superiority of individual interview validity, such that individual interviewers were more likely to be trained/experienced, suggesting that individual interview validity was superior as a result. The explanation that the use of psychologists in interviews may account for superior individual interview validity was only partially supported. While psychologists were more prevalent in individual interviews, individual interview validity was lower than that of panel interviews, when the criterion was job performance. Only when training was the criterion was individual interview validity higher when psychologists were interviewers. Two hypotheses were not supported. Firstly, there was no evidence of criterion contamination inflating individual interview validity. Secondly, no relationship between interviewer proximity and interview validity was found. Investigations of whether all panel sizes were inferior in terms of validity found that panel sizes of more than three members were superior in validity to individual interviews, when the criterion was job performance.

text: Panel versus individual interviews: A meta-analytic investigation of employment interview validity Further analysis using a similar data set to the McDaniel, Whetzel, Schmidt and Maurer (1994) meta-analysis of employment interviews was performed in the present study, in order to investigate four possible causes for the apparent superiority of individual employment interviews. These causes included (a) criterion contamination of individual interview studies, (b) greater prevalence of psychologists performing individual interviews, (c) greater number of trained/experienced individual interviewers, and (d) greater prevalence of high proximity to target positions in individual interviews. A research question was also proposed to investigate whether all interview panel sizes were inferior to individual interviews in terms of validity. Meta-analyses using 204 job and training performance validity coefficients indicated that individual interviews were superior in validity to panel interviews, but only when the criterion was training performance. Training/experience was the only explanation for the superiority of individual interview validity, such that individual interviewers were more likely to be trained/experienced, suggesting that individual interview validity was superior as a result. The explanation that the use of psychologists in interviews may account for superior individual interview validity was only partially supported. While psychologists were more prevalent in individual interviews, individual interview validity was lower than that of panel interviews, when the criterion was job performance. Only when training was the criterion was individual interview validity higher when psychologists were interviewers. Two hypotheses were not supported. Firstly, there was no evidence of criterion contamination inflating individual interview validity. Secondly, no relationship between interviewer proximity and interview validity was found. Investigations of whether all panel sizes were inferior in terms of validity found that panel sizes of more than three members were superior in validity to individual interviews, when the criterion was job performance.

year: 1997

title: Multiclass alternating decision trees

authors: Holmes, Geoffrey

subjects: computer science

abstract: The alternating decision tree (ADTree) is a successful classification technique that combines decision trees with the predictive accuracy of boosting into a set of interpretable classification rules. The original formulation of the tree induction algorithm restricted attention to binary classification problems. This paper empirically evaluates several wrapper methods for extending the algorithm to the multiclass case by splitting the problem into several two-class problems. Seeking a more natural solution we then adapt the multiclass LogitBoost and AdaBoost.MH procedures to induce alternating decision trees directly. Experimental results confirm that these procedures are comparable with wrapper methods that are based on the original ADTree formulation in accuracy, while inducing much smaller trees.

text: Multiclass alternating decision trees The alternating decision tree (ADTree) is a successful classification technique that combines decision trees with the predictive accuracy of boosting into a set of interpretable classification rules. The original formulation of the tree induction algorithm restricted attention to binary classification problems. This paper empirically evaluates several wrapper methods for extending the algorithm to the multiclass case by splitting the problem into several two-class problems. Seeking a more natural solution we then adapt the multiclass LogitBoost and AdaBoost.MH procedures to induce alternating decision trees directly. Experimental results confirm that these procedures are comparable with wrapper methods that are based on the original ADTree formulation in accuracy, while inducing much smaller trees.

year: 2002

title: Providing space for indigenous knowledge

authors: Tangihaere, Tracey Mininoa

subjects: indigenous knowledge

abstract: Colonial influences have generally failed to respect indigenous knowledge, languages, and cultures. Determination to reclaim First Nations identity is visible in many jurisdictions. First Nations Peoples continue to call on governments to facilitate changes needed to revitalize their economic, social, cultural, and spiritual well-being. This article is a reflective article generated from our response to the situation of Mäori, the indigenous peoples of New Zealand. It provides a background on the historical attempts to weaken Mäori leadership and the resilience of Mäori in their resistance to such undermining. Using a description of a physical space, the Marae (the meetinghouse), the authors provide a glimpse into a distinctive Mäori psychology connected to Marae encounters and into Mäori ways of thinking, feeling, and behaving. Three examples of organizational practice at the incorporation of such values are provided. Four implications for management education are posited as relevant not only to the education of managers in Aotearoa but wherever engagement with indigenous people occurs.

text: Providing space for indigenous knowledge Colonial influences have generally failed to respect indigenous knowledge, languages, and cultures. Determination to reclaim First Nations identity is visible in many jurisdictions. First Nations Peoples continue to call on governments to facilitate changes needed to revitalize their economic, social, cultural, and spiritual well-being. This article is a reflective article generated from our response to the situation of Mäori, the indigenous peoples of New Zealand. It provides a background on the historical attempts to weaken Mäori leadership and the resilience of Mäori in their resistance to such undermining. Using a description of a physical space, the Marae (the meetinghouse), the authors provide a glimpse into a distinctive Mäori psychology connected to Marae encounters and into Mäori ways of thinking, feeling, and behaving. Three examples of organizational practice at the incorporation of such values are provided. Four implications for management education are posited as relevant not only to the education of managers in Aotearoa but wherever engagement with indigenous people occurs.

year: 2011