Individual Determinants of Behavioral Intentions: What tells us that practitioners really want to change hiring strategies?

作者：Langhammer Kristina^*; Bernhard Oettel Claudia; Hellgren Johnny

来源：International Journal of Selection and Assessment, 2012, 20(4): 453-463.

DOI：10.1111/ijsa.12008

The current study investigated hiring managers' intentional readiness to change hiring procedures as a function of individual determinants, such as their self-efficacy beliefs, causal attributions, and past behaviors. Hiring managers from three large organizations were recruited to participate and provide information about their current hiring processes and personal experiences. Results showed that self-efficacy beliefs had a strong negative relationship with intentional readiness to change. Managers' past behavior, in terms of use of unstructured interviews and external attributions of failure, were negatively associated with intentional readiness to change, while use of unstructured interviews and external attribution of success were positively associated with intentional readiness to change. Furthermore, the interactive effect of causal attribution and use of selection methods played a significant role in explaining intentional readiness for change. The results indicated that recruiting managers who preferred using unstructured interviews and attributed failures to external causes were less willing to change hiring practices than those who made less use of unstructured interviews and explained their failure externally. Implications and limitations are discussed.

• 出版日期2012-12