Reinforcing, revising and reconciling attributions in the employment interview

Please use this identifier to cite or link to this item: http://hdl.handle.net/11375/5535

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DC Field	Value	Language
dc.contributor.author	Medcof, John W.	en_US
dc.contributor.author	Boyko, Jeremy	en_US
dc.contributor.author	McMaster University, Michael G. DeGroote School of Business	en_US
dc.date.accessioned	2014-06-17T20:37:26Z	-
dc.date.available	2014-06-17T20:37:26Z	-
dc.date.created	2013-12-23	en_US
dc.date.issued	1999-03	en_US
dc.identifier.other	dsb/19	en_US
dc.identifier.other	1018	en_US
dc.identifier.other	4944039	en_US
dc.identifier.uri	http://hdl.handle.net/11375/5535	-
dc.description	<p>35 p. : ; Includes bibliographical references (p.32-34). ; "March, 1999".</p>	en_US
dc.description.abstract	<p>The literature on the role of causal and characteristic attributions in the employment interview is reviewed and a set of propositions developed. Those propositions are used, in association with PEAT (Probability, Expectancy Attribution Theory), to provide a comprehensive model of interview attributions that makes specific predictions for empirical test and opens new avenues for theoretical development.</p>	en_US
dc.relation.ispartofseries	Research and working paper series (Michael G. DeGroote School of Business)	en_US
dc.relation.ispartofseries	no. 432	en_US
dc.subject.lcc	Employment interviewing > Evaluation Employee selection Social perception	en_US
dc.title	Reinforcing, revising and reconciling attributions in the employment interview	en_US
dc.type	article	en_US
Appears in Collections:	DeGroote School of Business Working Paper Series

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