구조적 면접에서의 면접관 성격과 과정적 효과성간 관계에서 비구조적 면접 경험의 조절역할

서지정보

· 발행기관 : 한국인사조직학회
· 수록지 정보 : 인사조직연구 / 19권 / 3호 / 99 ~ 134페이지
· 저자명 : 김학수, 김성준, 김태진, 이진규

초록

무한경쟁 시대에서 사람은 경쟁우위의 원천이다. 우수인재 확보는 기업의 생존 및 발전의 필수요소이다. 국내 기업들은 우수인재 선발을 위해 다양한 도구들을 활용하고 있으며, 면접을 가장 많이 사용하고 있다.
기존 면접 연구들은 지원자의 특성, 상황 등에 관심을 두었다. 우수한 지원자를 선별할 줄 아는 면접관 특성 등의 연구가 필요하지만, 이에 대한 연구는 제한적이다. 기업들은 구조적 면접을 도입하고 있으나, 구조적 면접을 효과적으로 수행할 줄 아는 면접관을 선정하는 데 어려움을 겪고 있다. 본 연구는 구조적 면접이 면접관의 자의성을 배제하기 위한 선발도구임에도 불구하고, 면접관의 지원자 평가능력은 면접관의 성격에 따라 다를 것으로 보았다.
본 연구는 구조적 면접교육에 참여한 실무 면접관 144명에게서 자료를 수집하였다. 구조적 면접에서 성격 5요인(외향성, 성실성, 친화성, 개방성, 정서적 안정성)이 면접관의 과정적 효과성에 미치는 영향 및 비구조적 면접 경험의 조절역할을 실증 분석하였다.

영어초록

The present study investigates dispositional antecedents of interviewer effectiveness in the structured interview method. No definitive answer has been given to what interviewerʼs characteristic makes the structured interview effective. The previous studies had largely focused on the aspect of applicants, thus, it is valuable to investigate interviewer's dispositional factors for academic and practical implication.
Literatures have shown that the structured interview is reliable and valid(Huffcuff & Arthur, 1994; McDaniel et al., 1994; Wiesner & Cronshaw, 1988) in terms of improving psychometric properties of the interview and limiting interviewer's discretion. However, the validity of structured interviews could vary as a function of interviewer-specific factors(Graves, 1993). Existing evidence regarding individual differences in effectiveness across structured interviews is limited.
Number of researchers addressed issues of the interviewer validity in the structured interview. First, contextual factors were examined (Brtek & Motowidlo, 2002; Huffcutt & Woehr, 1999; Pulakos, Schmitt, Whitney, & Smith, 1996). For instance, it has been argued that consensus ratings(Pulakos et al., 1996), interviewer training, interviewer standardization, interviewer format(individual/panel), note-taking(Huffcutt & Woehr, 1999), procedure accountability(Brtek & Motowidlo, 2002) could increase the interviewer validity. Second, interviewer individual factors such as demographic characteristics, experience, and attitudes were examined(Van Iddekinge et al., 2006).
In this study, we focus on an interviewerʼs personality and interview experience. We argue that interviewerʼs five-factor model of personality(Extraversion, Conscientiousness, Agreeableness, Openness to experience, Emotional Stability) could positively influence interviewer procedural effectiveness. First, in the rapport building process, interviewerʼs personality factors such as agreeableness, emotional stability, and extraversion could foster positive mood and significantly affect an applicantʼs verbal and nonverbal behavior during the interview (Liden, Martin, & Parsons, 1993). Second, personality of interviewer could affect interviewʼs decision making process and quality(Graves, 1993). Interviewers who have high scores in openness to experience could minimize prejudice and take a positive attitude towards diversity(Flynn, 2005; Strauss & Connerley, 2003). In addition, conscientiousness and emotional stability would minimize decision making errors(Soane & Chmiel, 2005). Third, interviewers who have high scores in conscientiousness would comply with keeping procedures and rules of structured interview. Therefore, we propose the following hypothesis.


Hypothesis 1 : Interviewerʼs five-factor model of personality will positively influence on interviewer procedural effectiveness.


The effect of interviewerʼs experience(non-structured interview experience) is examined as a moderating variable. Differences in the total number of times of previous interviews may influence interviewerʼs information processes. Based on resource allocation theory(Kanfer & Ackerman, 1989) we argue that interviewerʼs previous interview experience will reduce cognitive complexity and make interviewer to fully focus on the information processing and decision making.


Hypothesis 2 : previous interview experience will moderate the relationship between interviewerʼs five-factor model of personality and interviewer procedural effectiveness such that there is a strong positive relationship between the two variables when the total number of interview experience is high.


The survey data was collected from 144 interviewer of A group, interviewer procedural effectiveness was evaluated by two interview experts. The result showed that conscientiousness, openness, emotional stability positively influenced interviewer procedural effectiveness. On the other hand, agreeableness negatively influenced interviewer procedural effectiveness. And extraversion showed statistically non-significant effect. Two moderating effects (the interaction between interviewer experience and agreeableness, the interaction between interviewer experience and emotional stability) had positive effects on the dependent variable. Based on the findings, academic and practical implications were derived. Several issues and agenda were proposed for future research.

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