Use of Social‐skills Training in the Treatment of Extreme Anxiety and Deficient Verbal Skills in the Job‐interview Setting

Hollandsworth, James G.; Glazeski, Robert C.; Dressel, Mary Edith

doi:10.1901/jaba.1978.11-259

Cited by 55 publications

(29 citation statements)

References 9 publications

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“…This arrangement shows a new variant in the demonstration of functional relationships between behavioral changes and consequences in MBDs. Several studies in Tables 1 and 2 (for instance Clark et al, 1979;Hollandsworth et al, 1978;McGee et al, 1986;Riordan et al, 1984) show the utility of this variant of the MBD across behaviors (i.e. the MBD across exemplars) in the clinical context.…”

Section: Mbd Across Exemplars As An Alternative In Clinical Settingsmentioning

confidence: 99%

The multiple baseline design across exemplars

Paniagua

1990

Behavioral Interventions

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Three variations of the multiple baseline design (MBD) have been identified in the behavioral literature: MBD across behaviors, subjects and situations. This analysis proposes an important variant of the MBD across behaviors, namely the MBD across exemplars. In this variant, two or more components (exemplars) of the behavior class form the baselines of the design. Thus, intervention is applied separately and sequentially to each target exemplar. The implicit rule of the MBD across exemplars can be seen in several published papers in the behavioral literature. The value of recognizing this variant of the MBD across behaviors is its usefulness as an alternative experimental intervention in clinical settings where the possibility of a convincing research design might not otherwise be seen.The basic variations of the multiple-baseline design (MBD) are well represented in the literature (Baer et al., 1968;Hall et al., 1970;Hersen and Barlow, 1976;Kazdin, 1980;Kratochwill, 1978). These versions of the MBD illustrate that baseline data can include either different behaviors (for example inattention and overactivity) for a given subject (Paniagua, 1987); data for the same behavior (for instance academic performance) for different subjects (Hall et al., 1970); or data for the same behavior (for example being late in the classroom) across different circumstances or situations (Hall et al., 1970). These variations are termed MBD across behaviors, subjects, and situations, respectively (Hall et al., 1970).In general, the structure of the MBD resembles a series of A-B designs (where A = baseline and B = treatment) of systematically varied lengths of A. Once baseline data are gathered across two or more baselines, the intervention is introduced in the first. If the intervention produces changes in the first A-B baseline, but not in the other baseline(s), the same intervention is then introduced, one baseline at a time, in the remaining baseline(s). Visual data analysis (Parsonson and Baer, 1978) can allow an inference that the treatment variable has produced the observed changes, considering the systematic replications that have occurred, either across behaviors, subjects, or situations. Detailed descriptions of these versions of the MBD can be found in

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Section: Mbd Across Exemplars As An Alternative In Clinical Settingsmentioning

confidence: 99%

The multiple baseline design across exemplars

Paniagua

1990

Behavioral Interventions

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“…However, the discussion group (which viewed filmstrips and discussed articles on interviewing) exhibited greater increases in length of speaking, ability to explain skills, and expression of feelings and personal opinions on matters relevant to the interview. Hollandsworth, Glazeski, and Dressel (1978) provided an in-depth analysis of a social-skills training program to teach job interview skills to a recent 30-year-old college graduate who exhibited extreme anxiety and deficient verbal interview skills. Using a multiple baseline design, interview training was conducted using such methods as modeling, behavioral rehearsal, feedback, viewing model videotapes, and role playing.…”

Section: Rehabilitation Clientsmentioning

confidence: 99%

Interviewee Training: A Review of Some Empirical Literature

Latham

1987

Journal of Career Development

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“…Specific relevant aspects of verbal behaviour are fluency of speech (Sereno and Hawkins, 1967), appropriateness of content (Sigelman et al, 1980) and positive vs negative information (Jennings and Davis, 1977;Peters and Terborg, 1975). Other researchers found that applicants' nonverbal behaviour also influences the selection outcome, such as eye contact (Amalfitano and Kalt, 1977), head movements and smiling (Young and Beier, 1977), expressive hand-movements (Wexley et al, 1975) and composure (Hollandsworth et al, 1978). A study of Reis et al (1990) demonstrated that smiling persons were perceived to possess more positive traits than non-smiling persons.…”

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confidence: 99%

Assessment of male and female behaviour in the employment interview

Vianen

Schie

1995

Community & Applied Soc Psy

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Personality assessment has a great impact on the outcomes of the selection interview. Women are perceived to have personality characteristics which are different from men. It is doubtful whether these sex stereotyped personality characteristics are based on real differences in verbal and nonverbal behaviour between men and women. Previous studies have shown the influence of sex stereotypes on interview-outcomes. In this study, the relationship between verbal and nonverbal behaviour of male and female applicants and their personality assessment has been investigated. Results show that males and females are assessed stereotypically based on their sex, but also based on their behaviour. For females, a feminine or masculine assessment is of special importance for her chance of selection. The less feminine is a woman's assessment the more likely she is to be accepted as an eligible candidate by the selection board. These accepted women show 'female' behaviour as well as 'male' behaviour.Personnel selection is concerned with the prediction of future behaviour. However, valid predictions are very difficult, because the prediction is the result of human decision processes. The way in which individuals come to certain conclusions can be very different. But also, given the same input data, the final decision can be extremely different. Are human beings valid predictors?In spite of the negative answer to this question, there is still a widespread use of the unstructured selection interview in many organizations in the US as well as in Europe. In most of the selection procedures, the selection interview is the instrument in which the final decisions are made about applicants (Lkvi-Leboyer, 1991). In an earlier stage of the selection procedure applicants are already selected in terms of their educational level and work-experience. The applicants in the selection-interview are then a pre-selected group and they all meet the basic requirements for the job. Previous research showed that many uncontrollable factors can influence the selection decision. Arvey and Campion (1982) have presented a model of the selection interview in which they make a distinction between factors of the applicant, of the situation, and of the interviewer. In a recent overview (McDaniel et al., 1994) it has been shown that interviews focusing on situational and job-related factors resulted in more valid selection decisions than psychologically based interviews which intended to assess personality characteristics. Van Vianen and Willemsen (1992) demonstrated, however, that in real selection situations personality assessment of the applicant is the main factor influencing the selection decision. The decision makers tend to hold an image of the 'ideal candidate' in terms of personality characteristics. This image of the ideal applicant plays a major role in the selection decision. Dalessio and Imada (1984), and more recently Van Vianen and Willemsen (1992), have revealed that there exists a narrow relationship between this image of the ideal applic...

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Use of Social‐skills Training in the Treatment of Extreme Anxiety and Deficient Verbal Skills in the Job‐interview Setting

Cited by 55 publications

References 9 publications

The multiple baseline design across exemplars

The multiple baseline design across exemplars

Interviewee Training: A Review of Some Empirical Literature

Assessment of male and female behaviour in the employment interview

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