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dc.contributor.authorKutcher, Eugene Jamesen_US
dc.date.accessioned2014-03-14T20:11:52Z
dc.date.available2014-03-14T20:11:52Z
dc.date.issued2007-05-08en_US
dc.identifier.otheretd-05112007-105712en_US
dc.identifier.urihttp://hdl.handle.net/10919/27655
dc.description.abstractThe interview is the ideal opportunity for the job candidate to assess his/her fit with a potential employer. While much research from the recruiting literature shows that candidates' perceptions of PO Fit lead to important outcomes such as intentions to pursue a position and acceptance of job offers, fewer studies explore how such fit perceptions are formed. The current study utilized a policy capturing approach to model how individuals interpret and combine cues from the interview experience as they formulate their perceptions of PO Fit. The cues tested included interview question content and the contextual variables of interviewer behavior and interview process factors. College students read a series of interview scenarios where these cues were manipulated, and provided their reactions about PO Fit, as well as about fairness and the ultimate decision to pursue an employment relationship. Although values-related question content was predicted to be most influential in the determination of PO Fit, the contextual factors more strongly affected all outcomes. Furthermore, for many participants, the relationships between these contextual effects and the outcome variable (intention to continue in the selection process) were mediated by perceptions of PO Fit and fairness. Considerable intercorrelation among the three dependent variables was found, and could be attributed to limitations of the method employed or job seekers' generalized and non-focused reactions following interviews. Additional research is needed to further investigate PO Fit perceptions from interview stimuli; suggestions and implications are discussed.en_US
dc.publisherVirginia Techen_US
dc.relation.haspartKutcher_Dissertation_0718.pdfen_US
dc.rightsI hereby certify that, if appropriate, I have obtained and attached hereto a written permission statement from the owner(s) of each third party copyrighted matter to be included in my thesis, dissertation, or project report, allowing distribution as specified below. I certify that the version I submitted is the same as that approved by my advisory committee. I hereby grant to Virginia Tech or its agents the non-exclusive license to archive and make accessible, under the conditions specified below, my thesis, dissertation, or project report in whole or in part in all forms of media, now or hereafter known. I retain all other ownership rights to the copyright of the thesis, dissertation or project report. I also retain the right to use in future works (such as articles or books) all or part of this thesis, dissertation, or project report.en_US
dc.subjectSelection Interviewen_US
dc.subjectPerson Organization Fiten_US
dc.subjectApplicant Reactionsen_US
dc.titleAssessing fit in the interview: How candidates consider content and context cues to Person Organization Fiten_US
dc.typeDissertationen_US
dc.contributor.departmentPsychologyen_US
thesis.degree.namePhDen_US
thesis.degree.leveldoctoralen_US
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen_US
dc.contributor.committeechairHauenstein, Neil M. A.en_US
dc.contributor.committeememberCarlson, Kevin D.en_US
dc.contributor.committeememberFoti, Roseanne J.en_US
dc.contributor.committeememberDonovan, John J.en_US
dc.identifier.sourceurlhttp://scholar.lib.vt.edu/theses/available/etd-05112007-105712/en_US
dc.date.sdate2007-05-11en_US
dc.date.rdate2007-07-19
dc.date.adate2007-07-19en_US


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