- Paper Title: Intercultural selection interview
- Department Affiliation: Marketing and Management
- Supervisors’ Names:
- Principal: Doctor Meena Chavan
- Associate: Professor Lucy Taksa
To explore the influences of the intercultural selection interview wholistically on interview outcomes.
Abduction reasoning and the place of attribution theory in the intercultural selection interview literature.
Key literature / theoretical perspective:
- Macan (2009) and Molinsky (2007) – the intercultural interview is under-researched.
- Buckley, Norris and Wiese (2000) – lack of new theory development generally in the employment interview literature.
- Blaikie (2007) – interpretivist abduction.
- Gold, Walton, Cureton and Anderson (2011) – abduction research in HRD.
Three sets of data are gathered from a large Australian financial institution - real live selection interviews, and semi-structured debrief interviews with candidates and interviewers. Qualitative approach based on abduction and induction reasoning is used in the analysis of the data.
It is anticipated that the thesis will confirm the importance of competency and personality fit when non-Chinese interviewers are evaluating the Chinese candidates in the selection interview. The study will then highlight the mediating influences of culture and attribution on the selection interview outcomes.
The limitations of the study are 1) data are gathered from one institution, 2) the relatively small sample size that is consistent with qualitative research, 3) restriction to only the Chinese candidates.
Practical and Social implications:
The study will produce practical guidelines for interviewers and candidates on how to effectively interview for selection.
Intercultural selection interview, abduction, attribution