Program evaluation : an investigation of methods for measuring the effectiveness of the interviewing institute

dc.contributor.committeeMemberHoward, George S.
dc.contributor.committeeMemberCampion, James E.
dc.contributor.committeeMemberOsburn, Hobart G.
dc.contributor.committeeMemberBlakeney, Roger N.
dc.creatorDailey, Patrick R.
dc.date.accessioned2023-12-07T16:12:24Z
dc.date.available2023-12-07T16:12:24Z
dc.date.issued1980
dc.description.abstractThe investigation of worth or value to be found in a training program or other development activity is termed program evaluation. The reasonableness of this activity is highly regarded by many authorities and practitioners, yet few organizations have been actively involved in a systematic effort to determine the specific impact in participant learning, behaviors (beliefs) or organizational results attributable to training program or other developmental activities. Many have felt comfortable in "validating" the worth of programs through use of participant testimonials and participant reported (self-reported) questionnaires. This report investigated various methods for collecting self-report program evaluation data and applied these methods to an existing training program. The objectives were to document the relative effectiveness of different self-report methods in representing a participant's actual success (change) in the program and also to measure the internal validity of the program. Study was made of selection interviewers attending three Interviewing Institutes conducted by the University of Houston's Personnel. Psychology Services Center (participant N = 22, 21, 21). Of interest was the skills enhancement of interviewers participating in the Institute training and specifically how this change (Pre to post) could be measured. Several types of measurement techniques were used to document the degree participant interviewing behaviors changed during the course of the week-long training program. These included self-reported program ratings, expert judgment and the use of a behavioral scoring system. Ratings or scores gathered prior to (pre) and following the training program (post) were collected in the following interviewer performance areas: effective questioning technique, structured interviewing format, interpersonnel supportiveness, initial interview rapport building, active listening and collection of relevant material. Actual interviewer behavior was recorded on videotape and this record was observed and scored by trained judges. These individuals produced indices of the participants' interviewing behavior and also made expert ratings of participants1 behavior in each of the six performance dimensions plus providing on overall rating. Pre- and post-training observations were taken. [...]
dc.description.departmentPsychology, Department of
dc.format.digitalOriginreformatted digital
dc.format.mimetypeapplication/pdf
dc.identifier.other7707580
dc.identifier.urihttps://hdl.handle.net/10657/15541
dc.language.isoen
dc.rightsThis item is protected by copyright but is made available here under a claim of fair use (17 U.S.C. Section 107) for non-profit research and educational purposes. Users of this work assume the responsibility for determining copyright status prior to reusing, publishing, or reproducing this item for purposes other than what is allowed by fair use or other copyright exemptions. Any reuse of this item in excess of fair use or other copyright exemptions requires express permission of the copyright holder.
dc.subjectPERT (Network analysis)
dc.subjectInterviewing
dc.titleProgram evaluation : an investigation of methods for measuring the effectiveness of the interviewing institute
dc.type.dcmiText
dc.type.genreThesis
thesis.degree.collegeCollege of Liberal Arts and Social Sciences
thesis.degree.departmentPsychology, Department of
thesis.degree.disciplinePsychology
thesis.degree.grantorUniversity of Houston
thesis.degree.levelDoctoral
thesis.degree.nameDoctor of Philosophy

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