Desktop version

Home arrow Psychology arrow The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention

Individual outcomes

In addition to the importance of studying applicant reactions from an organizational perspective, Gilliland (1993) argued that, from an ethical perspective, we should care about the well-being of applicants and thus study their reactions to selection procedures. Research suggests that applicant reactions impact self-efficacy and self-esteem.

Self-efficacy Some research has found that fairness perceptions are positively related to selfefficacy (e.g., Bauer et al., 1998; Truxillo et al., 2002; Truxillo, Bauer & Sanchez, 2001). This is important because applicants with higher test-taking self-efficacy tend to perform better on selection procedures. For example, McCarthy, Hrabluik and Jelley (2009) demonstrated that in four studies using six selection procedures, self-efficacy had a positive relationship with test scores on these selection procedures. Interestingly, an interaction effect between procedural justice and selection outcome has found that when individuals perceive unfairness and do not receive a job offer, self-efficacy is lowest (e.g., Ployhart & Ryan, 1997).

Self-esteem In addition to placing importance on understanding how the selection process impacts self-efficacy, Gilliland (1993) placed value on understanding how fairness and selection outcomes might predict self-esteem. In general, research has indicated that there is a positive relationship between the two (e.g., Bauer et al., 2001; Hausknecht et al., 2004).

 
Source
< Prev   CONTENTS   Source   Next >

Related topics