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It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions?
16 references·11 citing·50 second hop
It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions? (2020)It Takes More Than a Good Camera: Which F…The influence of technology on the future of human resource management (2015)The influence of technology o…The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature (2013)The Structured Employment Int…Applicant Reactions in Selection: Comprehensive meta‐analysis into reaction generalization versus situational specificity (2010)Applicant Reactions in Select…What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance. (2009)What you see may not be what …Student perceptions of collaborative learning, social presence and satisfaction in a blended learning environment: Relationships and critical factors (2007)Student perceptions of collab…Internet Users' Information Privacy Concerns (IUIPC): The Construct, the Scale, and a Causal Model (2004)Internet Users' Information P…Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis (2004)Applicant Reactions to Select…The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates (2003)The Use of Technologies in th…Identification and meta-analytic assessment of psychological constructs measured in employment interviews. (2001)Identification and meta-analy…APPLICANT REACTIONS TO SELECTION: DEVELOPMENT OF THE SELECTION PROCEDURAL JUSTICE SCALE (SPJS) (2001)APPLICANT REACTIONS TO SELECT…A REVIEW OF STRUCTURE IN THE SELECTION INTERVIEW (1997)A REVIEW OF STRUCTURE IN THE …Information Privacy: Measuring Individuals’ Concerns About Organizational Practices1 (1996)Information Privacy: Measurin…The Perceived Fairness of Selection Systems: An Organizational Justice Perspective (1993)The Perceived Fairness of Sel…Organizational Information Requirements, Media Richness and Structural Design (1986)Organizational Information Re…Gaze and eye contact: A research review. (1986)Gaze and eye contact: A resea…Intraclass correlations: Uses in assessing rater reliability. (1979)Intraclass correlations: Uses…ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview (2024)ChatGPT, can you take my job …Revealing the influence of AI and its interfaces on job candidates' honest and deceptive impression management in asynchronous video interviews (2023)Revealing the influence of AI…Building trust in automatic video interviews using various AI interfaces: Tangibility, immediacy, and transparency (2023)Building trust in automatic v…Is more always better? How preparation time and re-recording opportunities impact fairness, anxiety, impression management, and performance in asynchronous video interviews (2022)Is more always better? How pr…How asynchronous video interviews are used in practice: A study of an Australian‐based AVI vendor (2022)How asynchronous video interv…Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses (2022)Better explaining the benefit…The use of technology‐mediated interviews and their perception from the organization's point of view (2021)The use of technology‐mediate…Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice (2021)Applicant Reactions to Digita…A good thing takes time: The role of preparation time in asynchronous video interviews (2021)A good thing takes time: The …A Comparison of Conventional and Technology-Mediated Selection Interviews With Regard to Interviewees’ Performance, Perceptions, Strain, and Anxiety (2021)A Comparison of Conventional …Remote Board Meetings and Board Monitoring Effectiveness: Evidence from China (2019)Remote Board Meetings and Boa…Evaluating Structural Equation Models with Unobservable Variables and Measurement Error (1981)On the Evaluation of Structural Equation Models (1988)Comparative fit indexes in structural models. (1990)Information Privacy Concerns, Procedural Fairness, and Impersonal Trust: An Empirical Investigation (1999)Information Privacy Research: an Interdisciplinary Review1 (2011)Privacy and human behavior in the age of information (2015)A BEHAVIORAL MODEL OF RATIONAL CHOICE (1955)Handbook of Industrial and Organizational Psychology. (1977)Handbook of industrial and organizational psychology (1993)Understanding Procedural Justice and Its Impact on Business Organizations (2000)Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes. (2005)Editorial: Three types of interaction (1989)Qualitative inquiry and research design: choosing among five traditions. 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(1982)SELECTING INDIVIDUALS IN TEAM SETTINGS: THE IMPORTANCE OF SOCIAL SKILLS, PERSONALITY CHARACTERISTICS, AND TEAMWORK KNOWLEDGE (2005)The Social Psychology of Organizations. (1979)User Acceptance of Computer Technology: A Comparison of Two Theoretical Models (1989)Challenges and opportunities affecting the future of human resource management (2015)Conceptualising the future of HRM and technology research (2016)Discriminated by an algorithm: a systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development (2020)The social psychology of organizing (1969)A Garbage Can Model of Organizational Choice (1972)Marketing in Hypermedia Computer-Mediated Environments: Conceptual Foundations (1996)Using Technology and Constituting Structures: A Practice Lens for Studying Technology in Organizations (2000)Users of the world, unite! 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(2001)A Guideline of Selecting and Reporting Intraclass Correlation Coefficients for Reliability Research (2016)The theory of planned behavior (1991)Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives (1999)An Extended Privacy Calculus Model for E-Commerce Transactions (2006)Common Method Variance in IS Research: A Comparison of Alternative Approaches and a Reanalysis of Past Research (2006)
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References

  • 1979Intraclass correlations: Uses in assessing rater reliability.23,882 cited
  • 1986Organizational Information Requirements, Media Richness and Structural Design9,719 cited
  • 2004Internet Users' Information Privacy Concerns (IUIPC): The Construct, the Scale, and a Causal Model3,170 cited
  • 1996Information Privacy: Measuring Individuals’ Concerns About Organizational Practices12,266 cited
  • 1986Gaze and eye contact: A research review.1,453 cited
  • 2007Student perceptions of collaborative learning, social presence and satisfaction in a blended learning environment: Relationships and critical factors1,201 cited
  • 1993The Perceived Fairness of Selection Systems: An Organizational Justice Perspective1,182 cited
  • 2004Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis816 cited
  • 2015The influence of technology on the future of human resource management618 cited
  • 1997A REVIEW OF STRUCTURE IN THE SELECTION INTERVIEW521 cited
  • 2013The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature480 cited
  • 2009What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance.430 cited
  • 2001APPLICANT REACTIONS TO SELECTION: DEVELOPMENT OF THE SELECTION PROCEDURAL JUSTICE SCALE (SPJS)414 cited
  • 2001

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Identification and meta-analytic assessment of psychological constructs measured in employment interviews.
407 cited
  • 2003The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates303 cited
  • 2010Applicant Reactions in Selection: Comprehensive meta‐analysis into reaction generalization versus situational specificity289 cited
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    • 2021Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice58 cited
    • 2022Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses49 cited
    • 2023Revealing the influence of AI and its interfaces on job candidates' honest and deceptive impression management in asynchronous video interviews47 cited
    • 2022How asynchronous video interviews are used in practice: A study of an Australian‐based AVI vendor46 cited
    • 2021A Comparison of Conventional and Technology-Mediated Selection Interviews With Regard to Interviewees’ Performance, Perceptions, Strain, and Anxiety45 cited
    • 2019Remote Board Meetings and Board Monitoring Effectiveness: Evidence from China40 cited
    • 2021A good thing takes time: The role of preparation time in asynchronous video interviews39 cited
    • 2022Is more always better? How preparation time and re-recording opportunities impact fairness, anxiety, impression management, and performance in asynchronous video interviews35 cited
    • 2024ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview33 cited
    • 2021The use of technology‐mediated interviews and their perception from the organization's point of view30 cited