The development and validation of a multi-dimensional job interview self-efficacy scale
- Author
- Gerardo Petruzziello, Rita Chiesa, Dina Guglielmi, Beatrice van der Heijden (UGent) , Jeroen P. de Jong and Marco Giovanni Mariani
- Organization
- Abstract
- Psychological reactions towards personnel selection are acquiring growing importance, as they significantly impact applicants' performance in the selection process. This study introduces the Multi-dimensional Job Interview Self-efficacy (MJISE) construct and its operationalisation into a sound MJISE measurement. We propose that MJISE consists of five factors related to interviewees' Self-efficacy: self-promoting, managing demanding interaction with the interviewers, dealing with interview-related anxiety, preparing for the contents and the logistics of the job interview. After developing the items for the MJISE measure, we examined its validity. We tested content validity with an independent panel of job interview experts. Subsequently, two studies dealing with Exploratory and Confirmatory Factor Analyses revealed that the multi-dimensionality of MIJSE is represented by a bifactor structure (one general factor and five specific factors, orthogonal to the general factor). We evaluated the external (convergent, discriminant, and predictive) validity for establishing the MJISE factors' plausibility over and beyond other interview-related variables, such as personality traits, obtaining mixed results. The discussion describes the implication of using the MJISE scale in practical job search programs and outlines recommendations for research to improve the scale's robustness further.
- Keywords
- Job interview, Self-efficacy, Interview Self-efficacy, Psychometric evaluation, Job search process, Personnel selection, Scale development, MEDIATING ROLE, FIT INDEXES, PERSONALITY, SEARCH, PERFORMANCE, SUCCESS, MODEL, SATISFACTION, APPLICANTS, EXPERIENCE
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Citation
Please use this url to cite or link to this publication: http://hdl.handle.net/1854/LU-8737518
- MLA
- Petruzziello, Gerardo, et al. “The Development and Validation of a Multi-Dimensional Job Interview Self-Efficacy Scale.” PERSONALITY AND INDIVIDUAL DIFFERENCES, vol. 184, 2022, doi:10.1016/j.paid.2021.111221.
- APA
- Petruzziello, G., Chiesa, R., Guglielmi, D., van der Heijden, B., de Jong, J. P., & Mariani, M. G. (2022). The development and validation of a multi-dimensional job interview self-efficacy scale. PERSONALITY AND INDIVIDUAL DIFFERENCES, 184. https://doi.org/10.1016/j.paid.2021.111221
- Chicago author-date
- Petruzziello, Gerardo, Rita Chiesa, Dina Guglielmi, Beatrice van der Heijden, Jeroen P. de Jong, and Marco Giovanni Mariani. 2022. “The Development and Validation of a Multi-Dimensional Job Interview Self-Efficacy Scale.” PERSONALITY AND INDIVIDUAL DIFFERENCES 184. https://doi.org/10.1016/j.paid.2021.111221.
- Chicago author-date (all authors)
- Petruzziello, Gerardo, Rita Chiesa, Dina Guglielmi, Beatrice van der Heijden, Jeroen P. de Jong, and Marco Giovanni Mariani. 2022. “The Development and Validation of a Multi-Dimensional Job Interview Self-Efficacy Scale.” PERSONALITY AND INDIVIDUAL DIFFERENCES 184. doi:10.1016/j.paid.2021.111221.
- Vancouver
- 1.Petruzziello G, Chiesa R, Guglielmi D, van der Heijden B, de Jong JP, Mariani MG. The development and validation of a multi-dimensional job interview self-efficacy scale. PERSONALITY AND INDIVIDUAL DIFFERENCES. 2022;184.
- IEEE
- [1]G. Petruzziello, R. Chiesa, D. Guglielmi, B. van der Heijden, J. P. de Jong, and M. G. Mariani, “The development and validation of a multi-dimensional job interview self-efficacy scale,” PERSONALITY AND INDIVIDUAL DIFFERENCES, vol. 184, 2022.
@article{8737518,
abstract = {{Psychological reactions towards personnel selection are acquiring growing importance, as they significantly impact applicants' performance in the selection process. This study introduces the Multi-dimensional Job Interview Self-efficacy (MJISE) construct and its operationalisation into a sound MJISE measurement. We propose that MJISE consists of five factors related to interviewees' Self-efficacy: self-promoting, managing demanding interaction with the interviewers, dealing with interview-related anxiety, preparing for the contents and the logistics of the job interview. After developing the items for the MJISE measure, we examined its validity. We tested content validity with an independent panel of job interview experts. Subsequently, two studies dealing with Exploratory and Confirmatory Factor Analyses revealed that the multi-dimensionality of MIJSE is represented by a bifactor structure (one general factor and five specific factors, orthogonal to the general factor). We evaluated the external (convergent, discriminant, and predictive) validity for establishing the MJISE factors' plausibility over and beyond other interview-related variables, such as personality traits, obtaining mixed results. The discussion describes the implication of using the MJISE scale in practical job search programs and outlines recommendations for research to improve the scale's robustness further.}},
articleno = {{111221}},
author = {{Petruzziello, Gerardo and Chiesa, Rita and Guglielmi, Dina and van der Heijden, Beatrice and de Jong, Jeroen P. and Mariani, Marco Giovanni}},
issn = {{0191-8869}},
journal = {{PERSONALITY AND INDIVIDUAL DIFFERENCES}},
keywords = {{Job interview,Self-efficacy,Interview Self-efficacy,Psychometric evaluation,Job search process,Personnel selection,Scale development,MEDIATING ROLE,FIT INDEXES,PERSONALITY,SEARCH,PERFORMANCE,SUCCESS,MODEL,SATISFACTION,APPLICANTS,EXPERIENCE}},
language = {{eng}},
pages = {{11}},
title = {{The development and validation of a multi-dimensional job interview self-efficacy scale}},
url = {{http://doi.org/10.1016/j.paid.2021.111221}},
volume = {{184}},
year = {{2022}},
}
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