Open Access. Powered by Scholars. Published by Universities.®
Articles 1 - 3 of 3
Full-Text Articles in Psychology
Intergroup Dialogue: Affecting Real Change, Lauryn Hulett
Intergroup Dialogue: Affecting Real Change, Lauryn Hulett
Honors Projects
Intergroup Dialogue (IGD) is a course adapted from The University of Michigan. In this Honors Project, a systematic literature review is done from eleven sources in hopes to theorize best practices and areas of improvement amongst applications of Intergroup Dialogue.
It Is In The Cards: An Analysis Of Greeting Card Selection Through Identity And Personality, Emily Topilow
It Is In The Cards: An Analysis Of Greeting Card Selection Through Identity And Personality, Emily Topilow
Honors Projects
In this exploratory study, personal and social identity were analyzed for their effect on how consumers choose greeting cards. Factors, including personality, relationships, and identity will be qualitatively analyzed to understand people’s buying habits. Certain factors, including gender, personality, relationships, type of card, and frequency of receiving and giving cards, will be qualitatively analyzed for frequency. The two theories analyzed were the Social Identity Theory (SIT) and the Identity Theory (IT).
525 college-aged students were surveyed to examine their purchasing habits of greeting cards. The results showed that the identity of the card giver and the identity of the card …
Technology In The Employment Interview: A Meta-Analysis And Future Research Agenda, Nikki Blacksmith, Jon C. Willford, Tara S. Behrend
Technology In The Employment Interview: A Meta-Analysis And Future Research Agenda, Nikki Blacksmith, Jon C. Willford, Tara S. Behrend
Personnel Assessment and Decisions
The use of technology such as telephone and video has become common when conducting employment interviews. However, little is known about how technology affects applicant reactions and interviewer ratings. We conducted meta-analyses of twelve studies that resulted in K=13 unique samples and N=1,557. Mean effect sizes for interview medium on ratings (d=-.41) and reactions (d=-.36) were moderate and negative, suggesting that interviewer ratings and applicant reactions are lower in technology-mediated interviews. Generalizing research findings from face-to-face interviews to technology-mediated interviews is inappropriate. Organizations should be especially wary of varying interview mode across applicants, as …