Job applicant past performance, interpersonal attraction and evaluator attributions in the selection decision process

Examines the interactive effects of applicant past performance, evaluator attributions and interpersonal attraction on selection decisions. A total of 172 male and female students evaluated an application for an on‐campus position and were asked to make selection decisions. Results indicated that internal attributions for good past performance were associated with more favourable selection decisions while internal attributions for poor past performance were associated with less favourable selection decisions. Hypotheses involving interactive effects of applicant past performance and interpersonal attraction on evaluator attributions and selection decisions were not supported.