The Role of Attribution Theory in Personnel Employment Selection: A Review of the Recent Literature

Stephen B. Knouse

44 citations0/0 files storedThe Journal of General Psychology

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Abstract

The role of attribution theory in recent research on personnel employment selection is reviewed. First, the influence of applicant attributions upon the job search process and initial job success is examined. Then the attributions of potential employers are examined in terms of various selection instruments—resumes, letters of recommendation, employment interviews, and employment testing. Finally, a preliminary general model of attribution in selection is presented. Limitations and new directions for applying attribution theory to personnel selection are discussed.

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References

1977The Intuitive Psychologist And His Shortcomings: Distortions in the Attribution Process 1973The processes of causal attribution.1987Attribution: Perceiving the Causes of Behavior 1980Attribution Theory and Research 1984Meta-Analysis: Cumulating Research Findings across Studies 1978Hypothesis-testing processes in social interaction.1986Meta-Analysis: Cumulating Research Findings across Studies 1978Applied Psychology in Personnel Management

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1998A Synthesis and Extension of the Weiner and Kelley Attribution Models 2016The relationship between recruiter characteristics and applicant assessment on social media 2012Careers in collegiate athletic administration: hiring criteria and skills needed for success 2016An Uncertainty Reduction Approach to Applicant Information-Seeking in Social Media: Effects on Attributions and Hiring 2017“Without the spelling errors I would have shortlisted her…”: The impact of spelling errors on recruiters’ choice during the personnel selection process

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