Abstract
Employment interviewers (N = 120) and managers (N = 180) viewed videotaped interviews of four MBA applicants for a management trainee position and evaluated them on a dichotomous criterion. The change-over sequence design method was used to analyze for a contrast effect in the three counterbalanced treatment conditions. Three anchor stimuli preceded the target stimulus as in the traditional contrast paradigm. Results confirmed the presence of a contrast effect [F(2,596) = 34.57, p <.01]. The findings indicated a greater contrast effect when averaged over the three anchor stimuli (ω2 =.065) than with the target stimulus (ω2 =.037), where it was also significant [F(2,294) = 5.91, p <.01]. Adaptation explains the diminished contrast effect over successive judgments. The contrast effect rivals applicant level (ω2 =.087) in importance.
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Leonard, R. L., & Hakel, M. D. Contrast and assimilation effects in an employment setting: A theoretical re-interpretation. Paper presented at the meeting of the Midwestern Psychological Association, Detroit, May 1971.
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The author expresses his gratitude to William L. Sawrey, the National Association of Mutual Savings Banks, and the Institute of Research and Business Development.
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Schuh, A.J. Contrast effect in the interview. Bull. Psychon. Soc. 11, 195–196 (1978). https://doi.org/10.3758/BF03336806
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DOI: https://doi.org/10.3758/BF03336806