Response requirements and primacy-recency effects in a simulated selection interview.

[1]  J. L. Myers.  Fundamentals of Experimental Design , 1972 .

[2]  N. Anderson.  Integration theory and attitude change. , 1971 .

[3]  R. Carlson.  Effect of interview information in altering valid impressions. , 1971, The Journal of applied psychology.

[4]  C. Hendrick,et al.  Effects of Varying Trait Inconsistency and Response Requirements on the Primacy Effect in Impression Formation. , 1970 .

[5]  Milton D. Hakel,et al.  Checklists for Describing Job Applicants. , 1970 .

[6]  M. D. Dunnette,et al.  Relative importance of three content dimensions in overall suitability ratings of job applicants' resumes. , 1970 .

[7]  Michael C. Corballis,et al.  Beyond tests of significance: Estimating strength of effects in selected ANOVA designs. , 1969 .

[8]  R. H. Stewart.  EFFECT OF CONTINUOUS RESPONDING ON THE ORDER EFFECT IN PERSONALITY IMPRESSION FORMATION. , 1965, Journal of personality and social psychology.

[9]  D. Trumbo,et al.  THE SELECTION INTERVIEW SINCE 1949. , 1965, Psychological bulletin.

[10]  D. Sydiaha.  Bales' interaction process analysis of personnel selection interviews. , 1961 .

[11]  C. W. Anderson.  The relation between speaking times and decision in the employment interview. , 1960 .

[12]  B. M. Springbett.  Factors affecting the final decision in the employment interview. , 1958, Canadian journal of psychology.

[13]  D. Byrne,et al.  Sequential effects as a function of explicit and implicit interpolated attraction responses. , 1969 .

[14]  C. W. Anderson,et al.  Decision making in the employment interview , 1964 .

[15]  W. Hays.  Statistics for psychologists , 1963 .