Showing papers on "Semi-structured interview published in 1990"

Psychological Autopsies: Methods and Ethics.

Abstract: Essential knowledge on suicide is derived from studies that include interviews with survivors In this paper, we discuss methodological and ethical issues pertaining to the interview method known as "psychological autopsy"; the discussion is based on our application of the method to three studies of suicides in Sweden and on a review of other investigations Interviewing a survivor is a delicate matter, and the integrity of the deceased, the integrity and health of the informant, and the psychological strain on the interviewer must all be taken into consideration The interviewer should have clinical experience in order to be prepared to deal with interviewees in grief Contact by telephone, followed by an introductory letter, provides an opportunity to meet survivors in an empathic manner and has a low rejection rate A 2- to 6-month interval between suicide and interview is recommended The survivor's reactions to the interview should be evaluated in order to expand the empirical base for ethical considerations Studies on the validity and reliability of the method are necessary

A Rationale for the Use of Semi-Structured Interviews.

Abstract: Data for research studies are often gathered by using questionnaires. These data will be enhanced by interviewing a sample of the respondents. Inexperienced thesis and dissertation writers can meet with difficulties which are beyond their competence in the interview stage. A solution to this problem is described. Relevant literature was perused in the hope that guidance would be found in dealing with lack of expertise in interviewing, and at the same time, encourage the beginner to undertake the task. The suggested solution, derived from the literature, was the use of semi‐structured interviews.

Interviewer and Applicant Questioning Behavior in Employment Interviews

Abstract: Although questions represent one of the primary means of information exchange in the employment interview, empirical research exploring interview questioning has been an infrequent object of review and interpretation. This article attempts to alleviate this situation by providing a cross-disciplinary review and analysis of research related to interviewer and applicant questioning processes in the employment interview. Toward this end, our literature analysis is organized into three primary sections: (a) constraints and antecedent factors associated with asking questions in the interview; (b) characteristics of interview questions; and (c) the consequences or outcomes of questioning. Within each of these sections findings pertaining to interviewer and applicant question usage are described and critiqued. Subsequently, we discuss pragmatic implications for interview practice that can be extrapolated from our analysis of the literature. Finally, in the last section we present a number of conclusions concerni...

The Employment Interview: Guaranteed Improvement in Reliability.

Abstract: The Employment Interview: Guaranteed Improvement In Reliability Much criticism is leveled at the nature and usefulness of the employment interview. Yet, there are continuous efforts made to refine and enhance interview procedures and techniques. Despite its shortcomings, despite the availability of more objective means ofselection, classification, and placement, the personal interview is used pervasively. Landy (1976), for example, noted that "virtually every large police department in the country uses the interview as a major component for entry-level police officer selection" (p. 193). Criscuolo (1977) exhorted educators that in screening prospective teachers," emphasis should be on the personal interview even though teaching credentials and college records receive attention" (p. 27). In short, the personal interview is integral to most military and civilian recruiting and to personnel placement by government agencies. With increasing legal challenges to paper-and-pencil selection tests, the interview may be becoming even more popular (Arvey, 1979; Dipboye, Arvey, & Terpstra, 1976). According to Schneider and Schmitt (1986) most interviewers believe strongly in the usefulness and validity of the interview as a selection tool. There are also indications that job applicants highly value the personal interview, believing they can better "sell" themselves in that forum: "If I can only get an interview..." From both the employer's and the employee's perspectives, the personal interview contributes greatly to the expectations that become the terms of the psychological contract (Baker & Berry, 1987). A Time for Synthesis As with most organizational research, there is much to argue against over-generalization from the available research on interviewing. Yet, as we continue to struggle with the limitations of our research, the interview continues to be used. Mayfield, Brown, and Hamstra (1980) stated it would be useful to "take what current research indicates is needed to improve the validity of the selection interview, apply these findings to the real world, and then assess the results so further improvements can be made" (p. 739). Although much is known about the interview that can guide the interventions of both scientists and practitioners, no coherent body of knowledge about this methodology has emerged. As in many areas, a better linkage is needed between the theoretical and the applied. Our objective is to help bridge the gap between research and practice by summarizing what is known about the interview process and contributing to the improvement of that process. Our key findings are summarized as "guideposts" (GPs), i.e., conclusions about interviews and interviewing that are supported by research findings. In the research literature, a preponderance of evidence supports some of the guideposts; for others, there is less weighty corroboration. The term "guidepost" conveys a degree of certainty that allows the practitioner to proceed with implementing believable, high-probability interventions in organizations, and at the same time connotes an appropriate tentativeness to the scientist who continues to test his or her actions. Guideposts for Implementation and Research Generally, interviews may be characterized by their position on a continuum, ranging from unstructured to structured. Each of these polar opposites has its own characteristics. Problems with the Unstructured Employment Interview Typical unstructured employment interviews involve two people who engage in a conversation to allow the interviewer to make a judgment about the candidate's suitability for a position. The interview may also allow the applicant to find out more about the job and the firm. A key point is that, in the usual unstructured interview, the interviewer is personally responsible for the design and flow of the interview. …

The Medical Interview

Abstract: The medical interview is the practicing physician's most versatile diagnostic and therapeutic tool. However, interviewing is also one of the most difficult clinical skills to master. The demands made on the physician are both intellectual and emotional. The analytical skills of diagnostic reasoning must be balanced with the interpersonal skills needed to establish rapport with the patient and facilitate communication.Interviewing is often considered part of the "art" in contrast to the "science" of medicine. There are many reasons to dispute this distinction. Perhaps the most compelling is that labeling it an "art" removes interviewing from the realm of critical appraisal and suggests that there is something magical or mysterious about interviewing that cannot be described or taught. This chapter will demonstrate the validity of interviewing as a clinical science based on critical observation and analysis of the patient without diminishing its excitement as a clinical activity. It provides a guide to conducting initial interviews and making sense of what happens. It will outline the knowledge, attitudes, and skills that lead to effective interviewing. The discussion will focus on the problem-oriented diagnostic interview, but the health promotion interview and interviews during follow-up visits will also be mentioned.Before reading this chapter, the student should keep in mind that interviewing is a practical skill that can only be learned through doing. No amount of reading can replace the experience of actually talking with patients, especially if the student's interviews can be observed and critiqued. As clinicians, we do in fact spend a great deal of our time talking with patients.

The attitude of parents to the use of computer-assisted interviewing in a child psychiatry service.

Abstract: Before undergoing interview, parents reported that a computer-assisted interview would lack the friendly and personal approach of one conducted by a clinician but, after completing the interview, parents showed more acceptance of the procedure. Computer-assisted interviewing has the potential to play an important role in the collection of clinically relevant information from both parents and children referred to child psychiatry services.

The interviewer's "presenting problems" in the initial interview.

Abstract: Complex countertransference responses that contribute to the interviewer's presenting problems in the initial interview with a patient are related to: the clinician's preinterview fantasies, the interviewee's empirical reality, and the patient as experienced creatively. Presenting problems may be an unavoidable component of clinical contact, but when the interviewer responds to them with psychological-mindedness, they can contribute to realistic assessment and positive case disposition.

Interview for success

Abstract: A practical interview designed to prepare individuals for all types of job interview situations and packed with solid job search advice

Scoring a Semi-Structured Interview for Assessment of Beginning Secondary Mathematics Teachers.

Abstract: The semi-structured interview was investigated as a content-based assessment designed to t'ke into account the complexity of teaching. A semi-structured interview licensing assessment for secondary mathematics teachers was developed and tested by the Connecticut State Department of Education. The scoring system converted the open-ended verbal responses of candidates into a set of meaningful numerical scores. Assessment was made on four general dimensions of teaching: content knowledge; content pedagogy; knowledge of students; and basic communications. Four specific tasks were used: (1) organizing a unit; (2) organizing a lesson; (3) alternative mathematical approaches; and (4) evaluating student error patterns. The scoring system also evaluated the interview as a whole. The data analysis focused on the reliability of the ratings and the validity of the assessment. The results of a pilot study conducted with 13 interviewers, 10 candidates, and 20 raters suggest that the ricoring approach was viable for new assessment instruments to measure the complexity of effective teaching. Seven tables and three figures illustrate the study. A 25-item list of references is included. (SLD) *********************************************************************** Reproductions supplied by EDRS are the best that can be made from the original document. ***********************************************************************

Good interviewing is good business. I. Strategies for interviewers

Abstract: The author outlines six stages of the position candidate interview process: preparation, the first few minutes, setting the structure, information-gathering, selling the position and company, and the close. Each stage is explored in detail, and strategies are provided to help the interviewer control each stage and derive maximum benefit from the interview. >

Both sides of selection : finding and filling jobs in nursing and the health services

Abstract: Part 1 The candidate - the day of judgement, the initiation: perspectives on selection making a job change targeting the opportunity the informal visit presenting yourself on paper the candidate selection process overall all about the interview honest self-appraisal preparing for the interview selection for senior and managerial posts assorted interview hazards perils of being an insider on the day of the interview. Part 2 The selector - the day of judgement - the ritual: perspectives for the selector selection basis clarifying the requirements selection strategy the recruitment selection process overall advertising the job preliminary screening key skills for the interviewer gathering evidence - assessment against criteria interviewing internal candidates coming to a decision after the inteview.