1464-0597/asset/olbannerleft.gif?v=1&s=d9ae105dae706c69c99dd79fff61df1e335fd4a1)
1464-0597/asset/olbannerright.gif?v=1&s=96257dfc441b0bf99c8d19da0117ba96e5afd7d5)
The Boundaries of Effects on the Relationship between Interviewer Moods and Hiring Recommendation
Article first published online: 15 MAY 2012
DOI: 10.1111/j.1464-0597.2012.00510.x
© 2012 The Authors. Applied Psychology: An International Review © 2012 International Association of Applied Psychology
Issue
Additional Information
How to Cite
Chen, C.-C., Chen, H.-W. and Lin, Y.-Y. (2012), The Boundaries of Effects on the Relationship between Interviewer Moods and Hiring Recommendation. Applied Psychology:An International Review. doi: 10.1111/j.1464-0597.2012.00510.x
Publication History
- Article first published online: 15 MAY 2012
- Abstract
- Article
- References
- Cited By
Past research has found that interviewers' positive and negative moods could influence their evaluations of applicants. This study extends previous research by examining the moderating roles that interview structure and accountability played in the effects of interviewer moods on interviewer recommendation. Results from 105 interviewers in actual employment interviews for job openings partially support the hypotheses and indicate that the more structured the interview, the weaker the relationship between interviewer negative moods and hiring recommendation. In addition, when the interviewer's perceived accountability was relatively high, the influence of interviewer positive moods on hiring recommendation was minimised.