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L’application des inférences de Kelley dans le recrutement

Abstract : Our questions are about the degree of valorization of job applicants according to the internal vs. external attributions they do. Operationally, we asked 420 recruiters to indicate, based on items of a Big Five questionnaire, the assignments they expect from a good and a bad job applicant, considering the fact that applicants have information on consistency, distinctiveness and consensus leading to assignments to the actor, the circumstances or the stimulus. It is observed that assignments to the actor are only waited for if they are about dimensions presented under their positive aspect, and that valorizations differ according to the dimensions under consideration and to their valence. The extension of these results outside of recruitment as well as their application to everyday life causal attribution situations are discussed, in parallel with their limitations.
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https://hal-univ-paris10.archives-ouvertes.fr/hal-01705652
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Submitted on : Friday, February 9, 2018 - 4:10:33 PM
Last modification on : Tuesday, May 5, 2020 - 11:50:15 AM
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  • HAL Id : hal-01705652, version 1

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Bernard Gangloff. L’application des inférences de Kelley dans le recrutement. Revue québécoise de psychologie, Université du Québec à Montréal, Dép. de psychologie., 2013, 34 (1), pp.219-246. ⟨hal-01705652⟩

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