Abstract

Video interviews employ communication technologies to evaluate job applicants. One type of video interview, the one-way video interview, requires applicants to interact with and record their responses via an online platform. This technique strays from more traditional interview methods which rely heavily on human interaction. This could influence applicant reactions depending on the applicant's individual differences, such as individual-level cultural values. In this study, 815 participants were guided through a one-way video interview experience. Their reactions and the potential outcomes of these reactions (i.e., organizational attractiveness and pursuit intentions) were assessed. In this study, one-way video interviews elicited more negative applicant reactions from participants who were higher in collectivism, uncertainty avoidance, or short-term orientation than from those who associated more with individualism, low uncertainty avoidance, or long-term orientation, respectively. When a full model was tested, the evidence suggested that the relationship between cultural values and applicant reactions was not mediated by affective reactions and applicant reactions did not have a significant influence on organizational attractiveness or pursuit intentions. Implications for video interview practices and limitations of this study will be discussed.

Notes

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Graduation Date

2021

Semester

Spring

Advisor

Bowers, Clint

Degree

Doctor of Philosophy (Ph.D.)

College

College of Sciences

Department

Psychology

Degree Program

Psychology; Industrial and Organizational Psychology

Format

application/pdf

Identifier

CFE0008518; DP0024194

URL

https://purls.library.ucf.edu/go/DP0024194

Language

English

Release Date

May 2026

Length of Campus-only Access

5 years

Access Status

Doctoral Dissertation (Campus-only Access)

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