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Автор: Grafiati

Опубліковано: 4 червня 2021

Оновлено: 8 лютого 2022

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1

Lievens, Filip, and Helga Peeters. "Interviewers’ Sensitivity to Impression Management Tactics in Structured Interviews." European Journal of Psychological Assessment 24, no. 3 (January 2008): 174–80. http://dx.doi.org/10.1027/1015-5759.24.3.174.

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This study examines interviewers’ sensitivity to impression management in structured interviews by determining the relative importance that interviewers attach to (verbal and nonverbal) impression management as compared to the relative importance that they attach to predetermined competencies. Two samples of interviewers (55 Master I/O psychology students and 18 professional interviewers) watched and evaluated videotaped interviewees who were instructed to put their best foot forward. Results of relative weight analyses showed that the importance of verbal and nonverbal impression management tactics was relatively small as compared to the importance attached to job-related competencies. The type of interview format had some effect on interviewers’ sensitivity to impression management tactics. In particular, in behavior description interviews the interviewers in both samples attached most relative weight to self-focused verbal tactics. Interviewer experience was not related to interviewers’ sensitivity to impression management tactics.

2

Blake, Sharon, Astrid Janssens, Jan Ewing, and Anne Barlow. "Reflections on Joint and Individual Interviews With Couples: A Multi-Level Interview Mode." International Journal of Qualitative Methods 20 (January 1, 2021): 160940692110167. http://dx.doi.org/10.1177/16094069211016733.

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When researchers are interested in the experiences of couples, the mode of interview is typically considered a binary choice between separate individual interviews with each partner, or a joint interview with both partners together. That is, if interview mode is explicitly considered at all. In this article, we illustrate a reflective process undertaken to explore the role of interview mode in the production of knowledge. Our focus is the adoption of multi-level semi-structured interviews wherein couples were interviewed both jointly and individually in one visit. The paper is set out in two parts. In part one, the study context and how the mode of interview was conceptualized is considered, before describing the chosen multi-level interview design. In part two, how the mode of interview worked in practice is discussed. The triangulation of individual and dyadic level perspectives collected rich data. Despite the novelty of mode, the challenges encountered reflected familiar concerns with semi-structured interviews: characteristic match between interviewer and interviewee, recording tacit knowledge, moving beyond normative expression and balancing disclosure with interviewee well-being. The paper concludes with a consideration of our assumptions of what constitutes a “successful” interview and offers guiding reflective questions for researchers who are considering semi-structured interviews. Further research is needed to explore the impact of different interview modes.

3

Nguyen, Thi Quynh Trang. "Conducting semi-structured interviews with the Vietnamese." Qualitative Research Journal 15, no. 1 (February 2, 2015): 35–46. http://dx.doi.org/10.1108/qrj-04-2014-0012.

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Purpose – The purpose of this paper is to discuss several cultural and psychological aspects that the author experienced in the interview fieldwork with Vietnamese and the strategies to deal with these methodological issues. It aims to assist non-Vietnamese researchers planning their qualitative fieldwork with Vietnamese participants. Design/methodology/approach – The results are drawn from using an autoethnographic approach, in which the author presents and analyses the experiences of conducting individual semi-structured interviews with 15 Vietnamese college teachers in the PhD qualitative study on the Vietnamese concept of face – thê diên. Findings – The author argues that in interviews with Vietnamese participants, an interviewer should be mindful of the interviewees’ unfamiliarity with the ethics approval procedure, their reliance on relationship and trust, their self-face concern and low level of elaboration. It is important that the interviewer be seen as an “insider” by the Vietnamese interviewees, not an “objective” outsider researcher. In addition, an interviewer needs to be sensitive to detect any subtle cues that may emerge, and be flexible enough to adjust the interview questions if necessary and employ suitable techniques to adapt to these changes. Research limitations/implications – The findings were limited to the scope of experiences within a PhD study with a small group of college teachers. Experiences with larger groups of Vietnamese participants from diverse backgrounds may be needed to confirm the findings of this paper. Originality/value – This paper addresses the gap in the discussion of conducting qualitative research with the Vietnamese. It also discusses several issues that have not been discussed before, such as the Vietnamese unfamiliarity with the paperwork required for ethics approval and their face concerns in interviews.

4

Doll, Jessica L. "Structured Interviews: Developing Interviewing Skills in Human Resource Management Courses." Management Teaching Review 3, no. 1 (August 17, 2017): 46–61. http://dx.doi.org/10.1177/2379298117722520.

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Structured interviews are widely used in the employment process; however, students often have little experience asking and responding to structured interview questions. In a format similar to “speed dating,” this exercise actively engages students in the interview process. Students pair off to gain experience as an interviewer by asking and scoring structured behavioral interview questions and gain practice responding to questions as an interviewee. In both roles, students engage in building interview skills and applying course content. This activity is intended for instructors of human resource management and/or staffing/selection classes.

5

Blouin, Danielle, Andrew G. Day, and Andrey Pavlov. "Comparative Reliability of Structured Versus Unstructured Interviews in the Admission Process of a Residency Program." Journal of Graduate Medical Education 3, no. 4 (December 1, 2011): 517–23. http://dx.doi.org/10.4300/jgme-d-10-00248.1.

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Abstract Background Although never directly compared, structured interviews are reported as being more reliable than unstructured interviews. This study compared the reliability of both types of interview when applied to a common pool of applicants for positions in an emergency medicine residency program. Methods In 2008, one structured interview was added to the two unstructured interviews traditionally used in our resident selection process. A formal job analysis using the critical incident technique guided the development of the structured interview tool. This tool consisted of 7 scenarios assessing 4 of the domains deemed essential for success as a resident in this program. The traditional interview tool assessed 5 general criteria. In addition to these criteria, the unstructured panel members were asked to rate each candidate on the same 4 essential domains rated by the structured panel members. All 3 panels interviewed all candidates. Main outcomes were the overall, interitem, and interrater reliabilities, the correlations between interview panels, and the dimensionality of each interview tool. Results Thirty candidates were interviewed. The overall reliability reached 0.43 for the structured interview, and 0.81 and 0.71 for the unstructured interviews. Analyses of the variance components showed a high interrater, low interitem reliability for the structured interview, and a high interrater, high interitem reliability for the unstructured interviews. The summary measures from the 2 unstructured interviews were significantly correlated, but neither was correlated with the structured interview. Only the structured interview was multidimensional. Conclusions A structured interview did not yield a higher overall reliability than both unstructured interviews. The lower reliability is explained by a lower interitem reliability, which in turn is due to the multidimensionality of the interview tool. Both unstructured panels consistently rated a single dimension, even when prompted to assess the 4 specific domains established as essential to succeed in this residency program.

6

Tross, Stuart A., and Todd J. Maurer. "The effect of coaching interviewees on subsequent interview performance in structured experience-based interviews." Journal of Occupational and Organizational Psychology 81, no. 4 (December 2008): 589–605. http://dx.doi.org/10.1348/096317907x248653.

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7

Roulin, Nicolas, and Adrian Bangerter. "Understanding the Academic-Practitioner Gap for Structured Interviews: ‘Behavioral’ interviews diffuse, ‘structured’ interviews do not." International Journal of Selection and Assessment 20, no. 2 (May 17, 2012): 149–58. http://dx.doi.org/10.1111/j.1468-2389.2012.00588.x.

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8

Fisher, Prudence W. "6.2 Structured Diagnostic Interviews." Journal of the American Academy of Child & Adolescent Psychiatry 55, no. 10 (October 2016): S95. http://dx.doi.org/10.1016/j.jaac.2016.07.049.

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9

Isai, Krishnan Isai Amutan, Manickavasagar Govindasamy, Ramalingam Selvajothi Ramalingam, Hee Sio Ching, and Muthutamilselvan Kausalya. "Preparedness for the World of Work Among Malaysian Diploma Students in a Local Institution." Malaysian Journal of Social Sciences and Humanities (MJSSH) 5, no. 4 (April 26, 2020): 56–70. http://dx.doi.org/10.47405/mjssh.v5i4.388.

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The purpose of this study is to investigate the use of appraisal system-attitude and cooperative solidarity principle and also the perception of interviewees and interviewer of the job interview interactions. The data was collected in one of the local education institutions in Kuala Lumpur Malaysia. There were 20 students participated in the study. Job interviews were recorded and analysed qualitatively by using appraisal system-attitude and cooperative solidarity principle theories. Semi-structured interviews as well as in-depth interview were done on the interviewees and interviewer to triangulate the study. The findings show that most of interviewees were covered the categories affect, judgment and appreciation but due to lacked English language proficiency, certain occurrences were not reflected to these categories. In relation to cooperative solidarity principle both interviewer and interviewees attribute to the interaction. The findings further reveal that most of the interviewees had difficulty in comprehending the standard interview questions and feeling nervous and anxious to answer the questions. Based on the in-depth interview with the interviewer, it was found that most of the interviewees were not able to expose to the standard interview questions and not able to understand the questions. It is hoped that the present study would be helpful for undergraduates, fresh graduates or in general job seekers as well as interviewer to carry out a smooth interaction in job interviews by having a better understanding on the standard interview questions.

10

Tsai, Wei-Chi, Chien-Cheng Chen, and Su-Fen Chiu. "Exploring Boundaries of the Effects of Applicant Impression Management Tactics in Job Interviews." Journal of Management 31, no. 1 (February 2005): 108–25. http://dx.doi.org/10.1177/0149206304271384.

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Applicant impression management tactics have been shown to positively influence interviewer evaluations. This study extends previous research by examining the moderating roles of interview structure, customer-contact requirement, and interview length in real employment interviews for actual job openings. Results from 151 applicants of 25 firms showed that the more structured the interview, the weaker the relationship between applicant nonverbal tactics and interviewer evaluation. In addition, when the extent of customer contact required for a job was relatively low, the influence of applicant self-focused tactics on interviewer evaluation was minimized. Furthermore, when the interview was of longer duration, the effects of applicant self-focused tactics became insignificant.

11

MAURER, STEVEN D., and CHARLES FAY. "EFFECT OF SITUATIONAL INTERVIEWS, CONVENTIONAL STRUCTURED INTERVIEWS, AND TRAINING ON INTERVIEW RATING AGREEMENT: AN EXPERIMENTAL ANALYSIS." Personnel Psychology 41, no. 2 (June 1988): 329–44. http://dx.doi.org/10.1111/j.1744-6570.1988.tb02388.x.

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12

Axelson, Rick, Clarence Kreiter, Kristi Ferguson, Catherine Solow, and Kathi Huebner. "Medical School Preadmission Interviews: Are Structured Interviews More Reliable Than Unstructured Interviews?" Teaching and Learning in Medicine 22, no. 4 (October 8, 2010): 241–45. http://dx.doi.org/10.1080/10401334.2010.511978.

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13

Azarpazhooh, Amir, William H. Ryding, and James L. Leake. "Structured or Unstructured Personnel Interviews?" Healthcare Management Forum 21, no. 4 (December 2008): 33–43. http://dx.doi.org/10.1016/s0840-4704(10)60054-3.

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14

Hodges, Kay. "Structured Interviews for Assessing Children." Journal of Child Psychology and Psychiatry 34, no. 1 (January 1993): 49–68. http://dx.doi.org/10.1111/j.1469-7610.1993.tb00967.x.

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15

Roth, Philip L., Chad H. Iddekinge, Allen I. Huffcutt, Carl E. Eidson, and Mark J. Schmit. "Personality Saturation in Structured Interviews." International Journal of Selection and Assessment 13, no. 4 (December 2005): 261–73. http://dx.doi.org/10.1111/j.1468-2389.2005.00323.x.

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16

Andrews, Gavin, Lorna Peters, Ana-Maria Guzman, and Kevin Bird. "A Comparison of Two Structured Diagnostic Interviews: CIDI and SCAN." Australian & New Zealand Journal of Psychiatry 29, no. 1 (March 1995): 124–32. http://dx.doi.org/10.3109/00048679509075901.

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The relationship between and the inter-rater reliability of the Composite International Diagnostic Interview (CIDI) and the Schedules for Clinical Assessment in Neuropsychiatry (SCAN) for anxiety and depressive disorders were explored. The CIDI and the SCAN were administered by trained interviewers in counterbalanced order. A subsample of interviews was observed to determine the inter-rater reliability of the instruments. Subjects were 101 patients accepted for treatment at an Anxiety Disorders Clinic; 29 of the 101 patients participated in the inter-rater reliability study. Concordance between the instruments as measured by canonical correlation analysis was moderate for current (r=0.69, p=0.05) and for lifetime (r=0.66, p=0.05) diagnoses. Inter-rater reliability of the CIDI was perfect (overall intraclass kappa = 1.00), and of the SCAN was good (overall intraclass kappa = 0.67). It is concluded that although the two instruments made similar diagnostic distinctions, the clinical judgement involved in administering the SCAN resulted in the more moderate levels of agreement between the interviewer and observer than those found for the CIDI.

17

Tutton, Peter J. M. "The Development of a Semi-Structured Interviewing System to be used as an Adjunct to Secondary School Performance for the Selection of Medical Students." Australian Journal of Education 38, no. 3 (November 1994): 219–32. http://dx.doi.org/10.1177/000494419403800303.

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The Faculty of Medicine at Monash University made a decision to take personal qualities, as appraised by semi-structured interviews, into account alongside academic merit for selection of students from 1993 onwards. To develop competence in these techniques, the Faculty interviewed entrants, rather than applicants, in 1991 and 1992. Interviewing panels consist of three members—a member of the Faculty of Medicine, a member of the Association of Monash Medical Graduates Inc., and an outside person who is not involved in medicine. These qualities fall into four ‘fields’—quality of motivation, appropriateness of cognitive style, appropriateness of interpersonal style, and verbal communication skill. This paper describes the interview procedure, presents the results of questionnaires taken by the interviewers and the interviewees, and analyses the interview scores in relation to some demographic variables.

18

Alonso, Pamela, and Silvia Moscoso. "Structured behavioral and conventional interviews: Differences and biases in interviewer ratings." Revista de Psicología del Trabajo y de las Organizaciones 33, no. 3 (2017): 183–92. http://dx.doi.org/10.1016/j.rpto.2017.07.003.

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19

Levis, Brooke, Andrea Benedetti, Kira E. Riehm, Nazanin Saadat, Alexander W. Levis, Marleine Azar, Danielle B. Rice, et al. "Probability of major depression diagnostic classification using semi-structured versus fully structured diagnostic interviews." British Journal of Psychiatry 212, no. 6 (May 2, 2018): 377–85. http://dx.doi.org/10.1192/bjp.2018.54.

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BackgroundDifferent diagnostic interviews are used as reference standards for major depression classification in research. Semi-structured interviews involve clinical judgement, whereas fully structured interviews are completely scripted. The Mini International Neuropsychiatric Interview (MINI), a brief fully structured interview, is also sometimes used. It is not known whether interview method is associated with probability of major depression classification.AimsTo evaluate the association between interview method and odds of major depression classification, controlling for depressive symptom scores and participant characteristics.MethodData collected for an individual participant data meta-analysis of Patient Health Questionnaire-9 (PHQ-9) diagnostic accuracy were analysed and binomial generalised linear mixed models were fit.ResultsA total of 17 158 participants (2287 with major depression) from 57 primary studies were analysed. Among fully structured interviews, odds of major depression were higher for the MINI compared with the Composite International Diagnostic Interview (CIDI) (odds ratio (OR) = 2.10; 95% CI = 1.15–3.87). Compared with semi-structured interviews, fully structured interviews (MINI excluded) were non-significantly more likely to classify participants with low-level depressive symptoms (PHQ-9 scores ≤6) as having major depression (OR = 3.13; 95% CI = 0.98–10.00), similarly likely for moderate-level symptoms (PHQ-9 scores 7–15) (OR = 0.96; 95% CI = 0.56–1.66) and significantly less likely for high-level symptoms (PHQ-9 scores ≥16) (OR = 0.50; 95% CI = 0.26–0.97).ConclusionsThe MINI may identify more people as depressed than the CIDI, and semi-structured and fully structured interviews may not be interchangeable methods, but these results should be replicated.Declaration of interestDrs Jetté and Patten declare that they received a grant, outside the submitted work, from the Hotchkiss Brain Institute, which was jointly funded by the Institute and Pfizer. Pfizer was the original sponsor of the development of the PHQ-9, which is now in the public domain. Dr Chan is a steering committee member or consultant of Astra Zeneca, Bayer, Lilly, MSD and Pfizer. She has received sponsorships and honorarium for giving lectures and providing consultancy and her affiliated institution has received research grants from these companies. Dr Hegerl declares that within the past 3 years, he was an advisory board member for Lundbeck, Servier and Otsuka Pharma; a consultant for Bayer Pharma; and a speaker for Medice Arzneimittel, Novartis, and Roche Pharma, all outside the submitted work. Dr Inagaki declares that he has received grants from Novartis Pharma, lecture fees from Pfizer, Mochida, Shionogi, Sumitomo Dainippon Pharma, Daiichi-Sankyo, Meiji Seika and Takeda, and royalties from Nippon Hyoron Sha, Nanzando, Seiwa Shoten, Igaku-shoin and Technomics, all outside of the submitted work. Dr Yamada reports personal fees from Meiji Seika Pharma Co., Ltd., MSD K.K., Asahi Kasei Pharma Corporation, Seishin Shobo, Seiwa Shoten Co., Ltd., Igaku-shoin Ltd., Chugai Igakusha and Sentan Igakusha, all outside the submitted work. All other authors declare no competing interests. No funder had any role in the design and conduct of the study; collection, management, analysis and interpretation of the data; preparation, review or approval of the manuscript; and decision to submit the manuscript for publication.

20

Olmstead, John. "Predict future success with structured interviews." Nursing Management (Springhouse) 38, no. 3 (March 2007): 52–53. http://dx.doi.org/10.1097/01.numa.0000262929.70056.ea.

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21

Russano, Melissa B., Fadia M. Narchet, Steven M. Kleinman, and Christian A. Meissner. "Structured Interviews of Experienced HUMINT Interrogators." Applied Cognitive Psychology 28, no. 6 (September 15, 2014): 847–59. http://dx.doi.org/10.1002/acp.3069.

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22

Lucas, Becky. "Tools of the trade: Structured interviews." Performance Improvement 44, no. 8 (September 2005): 39–42. http://dx.doi.org/10.1002/pfi.4140440810.

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23

Boohan, M., and R. W. Stout. "Interviews should be structured or semistructured." BMJ 313, no. 7065 (November 2, 1996): 1149. http://dx.doi.org/10.1136/bmj.313.7065.1149b.

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24

Maier, Wolfgang. "The Value of Structured Clinical Interviews." Archives of General Psychiatry 45, no. 10 (October 1, 1988): 963. http://dx.doi.org/10.1001/archpsyc.1988.01800340091016.

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25

Thille, Patricia H., Leahora Rotteau, and Fiona Webster. "More than words: methods to elicit talk in interviews." Family Practice 38, no. 4 (June 5, 2021): 545–47. http://dx.doi.org/10.1093/fampra/cmab043.

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Lay Summary In health services and primary care research, semi-structured interviews are a very common method of generating data. These interviews have a pre-determined set of topics, with questions and prompts written in advance, though there is flexibility to adjust the interview to match the direction set by the participant. Like all methods, semi-structured interviews have limits, some of which can be addressed through adaptation. In the social sciences, some interview methods include prompts beyond verbal questions to participants, called elicitation tools. Visuals (e.g. photos), videos, audio excerpts and texts can be brought into interviews to orient the discussion. Another type of interview—mobile interview—happens in places meaningful to the participants. Depending on the research question, elicitation methods can enrich semi-structured interviews. This methods brief will introduce interviewing with elicitation tools, and outline strengths of such methods.

26

Fossey, Ellie. "Using the Occupational Performance History Interview (OPHI): Therapists' Reflections." British Journal of Occupational Therapy 59, no. 5 (May 1996): 223–28. http://dx.doi.org/10.1177/030802269605900510.

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Clinical interviews provide occupational therapists with sensitive and versatile sources of information; however, reliable means to collect and interpret this information are necessary for effective clinical decision making. The Occupational Performance History Interview (OPHI) is a semi-structured interview, designed to address the need for a reliable and clinically useful interview tool in occupational therapy. This article describes a qualitative research study, in which four experienced therapists reflected on their use of the OPHI to interview people referred to a psychiatric day hospital service. The therapists' reflections, based on listening to audiotapes of these interviews, focused on the interview procedure and on themselves as interviewers. They illustrate how the conduct and interpretation of interviews may be guided by interactive reasoning and professional values. The development of a conversational interviewing style, whilst using this semi-structured interview tool, is also described. To develop reliable interview tools that are also consistent with the particular values and perspective of occupational therapy, consideration might usefully be given to using evaluation criteria applied to qualitative research, as well as conventional scientific criteria of reliability and validity.

27

Andrews, Gavin. "Case Ascertainment: The Composite International Diagnostic Interview." Australian & New Zealand Journal of Psychiatry 34, no. 1_suppl (February 2000): A161—A163. http://dx.doi.org/10.1177/000486740003401s24.

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Objective To outline the utility of the Composite International Diagnostic Interview (CIDI) in the diagnosis of psychosis. Method Report current situation. Results The CIDI was designed as a fully structured interview to be used by lay interviewers. It generates false positive diagnoses in community surveys and false negative diagnoses in psychiatric settings. A new psychosis module has been developed to reduce these problems. Conclusions The diagnosis of psychosis by fully structured diagnostic interviews is difficult.

28

Lowry, Phillip E. "The Structured Interview: An Alternative to the Assessment Center?" Public Personnel Management 23, no. 2 (June 1994): 201–15. http://dx.doi.org/10.1177/009102609402300203.

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This article discusses how to improve the validity and reliability of structured interviews. A framework for the structured interview is suggested. The framework is based on the foundations laid by various researchers, as well as the guidelines for assessment centers. The proposed framework was used to structure an interview used in a selection test. The results suggest that this kind of structured interview may be a valid and less costly alternative to the assessment center. Additional research to refine and build on the framework is suggested.

29

Grinsted, Annette. "The discursive organization of research interviews." HERMES - Journal of Language and Communication in Business 14, no. 27 (February 27, 2017): 173. http://dx.doi.org/10.7146/hjlcb.v14i27.25652.

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The article discusses two methods for assessing beliefs, values etc. and underlying factors, viz. structured and semi-structured interview. The application of semi-structured interviews is exemplified in connection with a study carried out by the author, emphasisíng especially the role of accounts for assessing factors underlying beliefs, judgments, etc.

30

Slembrouck, Stef. "The research interview as a test: Alignment to boundary, topic, and interactional leeway in parental accounts of a child protection procedure." Language in Society 40, no. 1 (February 2011): 51–61. http://dx.doi.org/10.1017/s0047404510000886.

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AbstractThis article concentrates on how interviewees experience the context of semi-structured or open interviews as a “test,” both in terms of being an interviewee and in terms of the roles presupposed in what the interview is about. It invites a reflexive discourse-analytical turn in which we concentrate on the interactional negotiation of various aspects of the interview situation and the interview as an interactional accomplishment. The focus is on the implications for the status of the data that was subsequently obtained, with an eye to locating “the social forces that impress on the ethnographic locale” (Burawoy 1998:15). Insights obtained in this way are argued to bear directly on our understanding of the central research topic under investigation. The data used here have been drawn from a research project on social class and coding orientations in experiential accounts of child protection in Belgium/Flanders. The data base consists of interviews with parent clients. (Data histories, narrative, interview as test, social class, child protection, ethnographic reflexivity)

31

Van Iddekinge, Chad H., Lynn A. McFarland, and Patrick H. Raymark. "Antecedents of Impression Management Use and Effectiveness in a Structured Interview†." Journal of Management 33, no. 5 (October 2007): 752–73. http://dx.doi.org/10.1177/0149206307305563.

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The authors examine personality variables and interview format as potential antecedents of impression management (IM) behaviors in simulated selection interviews. The means by which these variables affect ratings of interview performance is also investigated. The altruism facet of agreeableness predicted defensive IM behaviors, the vulnerability facet of emotional stability predicted self- and other-focused behaviors, and interview format (behavior description vs. situational questions) predicted self-focused and defensive behaviors. Consistent with theory and research on situational strength, antecedent—IM relations were consistently weaker in a strong situation in which interviewees had an incentive to manage their impressions. There was also evidence that IM partially mediated the effects of personality and interview format on interview performance in the weak situation.

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Lampe, Julie S., Patricia I. Geddie, Lillian Aguirre, and Mary Lou Sole. "Finding the Right Fit." AACN Advanced Critical Care 24, no. 2 (April 1, 2013): 194–202. http://dx.doi.org/10.4037/nci.0b013e31828a0b1f.

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Purpose and Background. The purpose of this article is to describe how clinical nurse specialists (CNSs) in one organization developed a structured interviewing process for CNS candidates. The process has evolved in relation to implementation of national CNS competencies, growth of the role in the organization, and changes to reporting structure. Outcomes. The CNS interview process includes panel interviews with various organizational leaders, CNSs, and team members. A behavioral-based tool relevant to the CNS role is used. Involving CNS peers in the interview ensures the successful hiring and retaining of suitable candidates. Clinical nurse specialists who were interviewed using the current peer interview procedure have reported satisfaction with the experience. Implications. Peer interviews for CNSs provide a forum for meaningful dialogue about the CNS role, competencies, and fit with the organization. This process can be used for other advanced practice disciplines.

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Aarsand, Liselott, and Pål Aarsand. "Framing and switches at the outset of qualitative research interviews." Qualitative Research 19, no. 6 (December 29, 2018): 635–52. http://dx.doi.org/10.1177/1468794118816623.

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The article focuses on the opening sequences in qualitative research interviews and in particular examines the interactive work of achieving ‘topic talk’. Using the concepts of activity types, activity frames and contextualization cues, a close-up analysis of eight focus-group interviews and 12 semi-structured interviews was conducted. The findings show that the interviewees display familiarity with the interview as an activity type and how it is to be socially organized. However, to create a joint focus of attention, thereby getting off to an adequate start, the participants also need to agree upon an activity frame and a distribution of positions to achieve a frame switch, which here emerges through the interactional work of announcing, customizing and approving. Accordingly, by highlighting the communicative and practical circumstances of qualitative research interviewing, the opening sequences are considered to be a delicate interactive affair, however, where the interviewer has to take the main responsibility.

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Spasic, Ivana. "The informative and the performative in semi-structured interviews: The example of a study of territorial capital in Serbia." Sociologija 62, no. 1 (2020): 83–104. http://dx.doi.org/10.2298/soc2001083s.

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The paper reexamines the semi-structured interview method on the basis of data collected in a study of medium-sized Serbian towns. The analysis of transcripts shows that the analytic quality of data varied depending on the interviewee?s position in the local institutional structure, so that in interviews with representatives of political and social institutions role playing (the performative) prevailed over providing information on social reality and attitudes (the informative). This finding is situated in the context of current debates within qualitative methodology which, while illuminating the complex intertwining of different dimensions of the interview (as source of data and interaction situation), fail to recognize fully the problem of performativity and provide solutions. In the final section some undesired epistemological and political implications are discussed of an uncritical application of the semi-structured interview if conceived in an overly antipositivistic fashion and disregarding the institutional and broader social framework within which the research takes place.

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Rowley, Jennifer, Rosalind Jones, Magda Vassiliou, and Sonya Hanna. "Using Card-Based Games to Enhance the Value of Semi-Structured Interviews." International Journal of Market Research 54, no. 1 (January 2012): 93–110. http://dx.doi.org/10.2501/ijmr-54-1-093-110.

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This article reports on the use of the card-based game method in semi-structured interviews in three separate research projects. The essence of the method is simple: cards are created with words or images to represent the concepts or terms that are central to the topics in a semi-structured interview; the cards then act as visual cues to facilitate focus and prompt reflection. Of greater interest is the application of the approach in specific contexts, and the benefits that accrue from its application. This research demonstrates that the card game method can be used to provide qualitative validation of theoretical models, and can be applied variously to elicit and explore definitions, priorities, processes, challenges, issues, difficulties, views on the future and critical success factors. The card game method and other innovative techniques that involve the interviewee in activities have the potential to enhance the value of semi-structured interviews.

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Whiting, Lisa S. "Semi-structured interviews: guidance for novice researchers." Nursing Standard 22, no. 23 (February 13, 2008): 35–40. http://dx.doi.org/10.7748/ns2008.02.22.23.35.c6420.

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37

Sharon, Denise. "Structured interviews and “ancillary” restless legs syndrome." Sleep Medicine 14, no. 6 (June 2013): 473–74. http://dx.doi.org/10.1016/j.sleep.2013.03.001.

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Pull, C. B. "Structured Diagnostic Interviews and Computers in Psychiatry." European Psychiatry 12, S2 (1997): 101s. http://dx.doi.org/10.1016/s0924-9338(97)80223-4.

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Pull, C. B. "Computers and structured diagnostic interviews in psychiatry." European Psychiatry 13, S4 (1998): 146s. http://dx.doi.org/10.1016/s0924-9338(99)80056-x.

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40

Memon, Amina, Linsey Wark, Angela Holley, Ray Bull, and Guenter Koehnken. "Eyewitness Performance in Cognitive and Structured Interviews." Memory 5, no. 5 (September 1997): 639–56. http://dx.doi.org/10.1080/741941481.

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Karam, E. "Major change in structured interviews in hypomania." International Clinical Psychopharmacology 28 (December 2012): e3. http://dx.doi.org/10.1097/01.yic.0000423227.27865.53.

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42

Cornell, Robert M., Carol B. Johnson, and William C. Schwartz. "Enhancing Student Experiential Learning With Structured Interviews." Journal of Education for Business 88, no. 3 (January 2013): 136–46. http://dx.doi.org/10.1080/08832323.2012.659296.

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43

Saigh, Philip A. "Structured clinical interviews and the inferential process." Journal of School Psychology 30, no. 2 (June 1992): 141–49. http://dx.doi.org/10.1016/0022-4405(92)90026-2.

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44

Van Clieaf, Mark S. "In search of competence: Structured behavior interviews." Business Horizons 34, no. 2 (March 1991): 51–55. http://dx.doi.org/10.1016/0007-6813(91)90066-5.

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Kici, Güler, and Karl Westhoff. "Evaluation of Requirements for the Assessment and Construction of Interview Guides in Psychological Assessment." European Journal of Psychological Assessment 20, no. 2 (January 2004): 83–98. http://dx.doi.org/10.1027/1015-5759.20.2.83.

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Structured interviews are much more valid than unstructured ones. An important prerequisite for structured interviews is the use of an interview guide of high quality. Hints for the construction of interview guides are widespread in the literature, but there is no systematic collection of generally applicable rules for the evaluation and construction of interview guides. We, therefore, systematically collected the relevant rules concerning structure, contents, and question formulation in the Requirement-profile for In-depth-Interviews in Psychological Assessment (RIPA). By applying RIPA, we get indications of the strengths and weaknesses of interview guides. In our study the following questions are answered: How well can novices understand these rules, and are they able to evaluate a part of an interview guide correctly? Fifty-five students of psychology evaluated a part of an interview guide using RIPA. The mean percentage of correct decisions varied between 63% and 89%. This shows the comprehensibility and applicability of RIPA when used for the evaluation of a part of an in-depth interview guide. It seems plausible that RIPA may also be useful for the construction of in-depth interview guides.

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Jean-Arsene, Guiriobe Paumahoulou. "Les Déterminants Des Conflits De Compétences Dans Le Processus De Décentralisation En Cote d’Ivoire." European Scientific Journal, ESJ 12, no. 17 (June 29, 2016): 334. http://dx.doi.org/10.19044/esj.2016.v12n17p334.

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This study identifies and analyses the factors that determine jurisdictional conflicts prevailing in the decentralization process in Côte d’Ivoire. To achieve these objectives, we interviewed, using semi-structured interviews, resource persons in the departments of Alépé, Grand-Bassam, Guiglo and the District of Abidjan. From these interviews, it appears that conflicts of jurisdiction are classified into two categories: vertical conflicts and horizontal conflicts. The vertical conflicts arise between central structures of Government and local authorities. Horizontal conflicts occur between local authorities. Usually caused by structural realities, these conflicts are fueled and poisoned by economic and especially political factors.

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Willihnganz, Michael A., and Lawrence S. Meyers. "Effects of Time of Day on Interview Performance." Public Personnel Management 22, no. 4 (December 1993): 545–50. http://dx.doi.org/10.1177/009102609302200404.

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This study investigated the degree to which employment interview performance was associated with the time of day at which the interviews were conducted. Interview time included the actual time of day in which the interview was conducted, as well as the relative order in which applicants were scheduled (e.g., first interview in the morning, last interview prior to lunch, etc.). The data were based upon records of 818 actual interviews conducted between September, 1988 and December, 1990 for a wide range of job classifications in a large West Coast electric utility. The comprehensive structured interview format was used for all interviews included in the study. Interview questions were developed on the basis of a detailed job analysis, and a three-member panel of interviewers rated the applicants using a 7-point or 9-point Likert-type scale tied to benchmark answers. Results indicated that the time of day had no appreciable effect on interview ratings.

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BRUGHA, T. S., R. JENKINS, N. TAUB, H. MELTZER, and P. E. BEBBINGTON. "A general population comparison of the Composite International Diagnostic Interview (CIDI) and the Schedules for Clinical Assessment in Neuropsychiatry (SCAN)." Psychological Medicine 31, no. 6 (July 31, 2001): 1001–13. http://dx.doi.org/10.1017/s0033291701004184.

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Background. In psychiatric surveys of the general population, there has been considerable discrepancy between diagnoses obtained by fully structured interviews and those established by systematic semi-structured clinical evaluation. The Composite International Diagnostic Interview (CIDI) is an example of the first type of interview widely used in general population surveys. We compared its performance in diagnosing current depressive and anxiety disorders with the Schedules for Clinical Assessment in Neuropsychiatry (SCAN), a semi-structured diagnostic interview administered by clinically trained interviewers.Methods. Household addresses in Leicestershire, UK, were randomly sampled and 860 adults were screened with the Revised Clinical Interview Schedule. Adults with too few symptoms to fulfil diagnostic criteria for study disorders were excluded to increase the proportion re-interviewed who met such criteria. Repeat diagnostic interviews with the CIDI and SCAN, ordered randomly, were sought from eligible screen positive respondents. Recalibrated CIDI prevalence estimates were derived from the SCAN classification using Bayesian statistics.Results. Concordance ranged between ‘poor’ and ‘fair’ across almost all types of study disorders, and for co-morbidity. Concordance was somewhat better for severity of depression and when lower diagnostic thresholds were used for depression. Interview order effects were suggested with lower concordance when CIDI followed SCAN. Recalibration reduced the prevalence of depressive or anxiety disorder from 9·0 to 6·2%.Conclusions. Community psychiatric surveys using structured diagnostic interview data must be interpreted cautiously. They should include an element of clinical re-appraisal so findings can be adjusted for estimation differences between fully structured and clinical assessments.

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Calhoun, Christopher S., Beth M. Rogers-Adams, Jonathan A. Selvaraj, and Denise L. Alevay. "An Adaptive Survey Method: Multiple Interview Techniques in Dynamic Environments." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 41, no. 2 (October 1997): 1079–83. http://dx.doi.org/10.1177/107118139704100278.

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The utility of a survey method which incorporates several different interview techniques to elicit data in dynamic environments is demonstrated. Adaptive survey is a combination of concept mapping, semi-structured interviews, topical questionnaires and forums used for the elicitation of knowledge from subject matter experts. Inherent in adaptive survey interview techniques is the flexibility to adapt to time constraints, schedule and interviewee changes and the level of information obtained. Each interview technique is designed to apply to any user in the survey and to produce output which can be used to customize the other techniques. Therefore, the adaptive survey can be tailored to the unique needs and constraints of the interviewees and the environment. In field tests, concept mapping proved to be a particularly valuable interview technique, because it was interactive, informative and flexible.

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Chen, Yen-Chun, Wei-Chi Tsai, and Changya Hu. "The influences of interviewer-related and situational factors on interviewer reactions to high structured job interviews." International Journal of Human Resource Management 19, no. 6 (June 2008): 1056–71. http://dx.doi.org/10.1080/09585190802051345.

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