Degree Type


Date of Award


Degree Name

Doctor of Philosophy


Hotel, Restaurant and Institutional Management

First Advisor

Lynne E. Baltzer

Second Advisor

Alyce M. Fanslow


The objectives of the present study were to (a) develop an interview procedure for selection of fast food restaurant swing managers that would be valid, reliable, and usable, and (b) determine the personal, situational, and business characteristics that best predict swing manager performance. Instrument development and pilot testing were conducted in Iowa with the assistance of a six-person advisory panel. The developed instrument, the Swing Manager Selection Guide (SMSG), used structured interview questions and pre-interview performance review data to assign numerical scores to all candidates for swing manager positions;Field testing was conducted in Wisconsin over a 1-year period with the cooperation of a 16-unit fast food restaurant franchisee. Restaurant managers were trained in the use of the SMSG and then used the SMSG as an aid in the selection (promotion) of swing managers. Promoted candidates were evaluated by using the Performance Review of Swing Managers (PRSM) 90 days after promotion. SMSG scores and demographic data were collected for all candidates; PRSM scores were collected for promoted candidates;A total of 49 candidates were evaluated with the SMSG, of which 36 were promoted. Complete data sets were obtained for 27 of the 36 promoted candidates. The typical candidate was a young (17 to 18 years old), Caucasian woman, currently enrolled in high school, with moderate work experience and moderate involvement in extracurricular activities;Cluster analysis was used to regroup the SMSG items into three new factors for use in multiple regression analyses. Two statistically significant prediction equations were generated. One had four factors, including extracurricular activities, job performance prior to promotion, leadership skills, and problem-solving abilities. The second had three factors, including extracurricular activities, job performance prior to promotion, and leadership skills;The Four-factor and Three-factor Equations were used to compute revised selection scores. These revised scores were then correlated with PRSM scores, resulting in validity coefficients of.60 and.57 for the Four-factor and Three-factor revised selection scores (p <.001);The objectives of the study were successfully fulfilled. Additional research with larger, more diverse samples in geographically diverse settings was suggested.



Digital Repository @ Iowa State University,

Copyright Owner

Michael T. MacHatton



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159 pages