Desktop version

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

Conclusion

Applicant reactions research has evolved considerably since 1990, with a move away from simple considerations of face validity to more sophisticated, theory-based models. In that time, applicant reactions have been shown to relate to a number of important outcomes proximal to the selection procedure, such as attitudes to the employer and actual job acceptance decisions on the part of applicants. Recent developments in the online deployment of HR systems have opened a number of avenues for future research. For these reasons, we see this area as continuing to blossom in the coming decades.

References

Ababneh, K. I., Hackett, R. D., & Schat, A. C. (2014). The role of attributions and fairness in understanding job applicant reactions to selection procedures and decisions. Journal of Business and Psychology, 29, 111-129.

Alge, B. J. (2001). Effects of computer surveillance on perceptions of privacy and procedural justice. Journal of Applied Psychology, 86, 797-804.

Allen, D. G., Mahto, R. V., & Otondo, R. F. (2007). Web-based recruitment: Effects of information, organizational brand, and attitudes toward a web site on applicant attraction. Journal of Applied Psychology, 92, 1696-1708.

Ambrose, M. L., & Cropanzano, R. (2003). A longitudinal analysis of organizational fairness: An examination of reactions to tenure and promotion decisions. Journal of Applied Psychology, 88, 266-275.

Anderson, N., Salgado, J. F., & Hulsheger, U. R. (2010). Applicant reactions in selection: Comprehensive meta-analysis into reaction generalization versus situational specificity. International Journal of Selection and Assessment, 18, 291-304.

Arvey, R., & Sackett, P. (1993). Fairness in selection: Current developments and perspectives. In N. Schmitt & W. C. Borman (Eds.), Personnel Selection on Organization (pp. 171- 202). San Francisco: Jossey-Bass.

Bauer, T. N., Maertz, C. P., Dolen, M. R., & Campion, M. A. (1998). Longitudinal assessment of applicant reactions to employment testing and test outcome feedback. Journal of Applied Psychology, 83, 892-903.

Bauer, T. N., Truxillo, D. M., Paronto, M., Weekley, J., & Campion, M. A. (2004). Applicant reactions to different selection technology: Face-to-face, interactive voice response, and computer- assisted telephone screening interviews. International Journal of Selection and Assessment, 12, 135-148.

Bauer, T. N., Truxillo, D. M., Sanchez, R. J., Craig, J., Ferrara, P., & Campion, M. A. (2001). Applicant reactions to selection: Development of the selection procedural justice scale (SPJS). Personnel Psychology, 54, 387-419.

Bauer, T. N., Truxillo, D. M., Tucker, J. S., Weathers, V., Bertolino, M., Erdogan, B., & Campion, M. A. (2006). Selection in the information age: The impact of privacy concerns and computer experience on applicant reactions. Journal of Management, 32, 601-621.

Bernerth, J. B., Taylor, S. G., Walker, H. J., & Whitman, D. S. (2012). An empirical investigation of dispositional antecedents and performance-related outcomes of credit scores. Journal of Applied Psychology, 97, 469-478.

Bertolino, M., & Steiner, D. (2007). Fairness reactions to selection methods: An Italian study. International Journal of Selection and Assessment, 15, 197-205.

Brockner, J., & Wiesenfeld, B. M. (1996). An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures. Psychological Bulletin, 120, 189-208.

Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386-400.

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425-445.

De Jong, A., & Visser, D. (2000). Black and White employees’ fairness perceptions of personnel selection techniques. South African Journal of Psychology, 30, 17-24.

Folger, R., & Cropanzano, R. (2001). Fairness theory: Justice as accountability. In J. Greenberg & R Cropanzano (Eds.), Advances in Organizational Justice (pp. 1-55). Stanford, CA: Stanford University Press.

Ford, D. K., Truxillo, D. M., & Bauer, T. N. (2009). Rejected but still there: Shifting the focus in applicant reactions to the promotional context. International Journal ofSelection and Assessment, 17, 402-416.

Garcia-Izquierdo, A. L., Moscoso, S., & Ramos-Villagrasa, P. J. (2012). Reactions to the fairness of promotion methods: Procedural justice and job satisfaction. International Journal of Selection and Assessment, 20, 394-403.

Gilliland, S. (1994). Effects of procedural and distributive justice on reactions to a selection system. Journal of Applied Psychology, 79, 691-701.

Gilliland, S. W. (1993). The perceived fairness of selection systems: An organizational justice perspective. Academy of Management Review, 18, 694-734.

Gilliland, S. W., Groth, M., Backer IV, R C., Dew, A. F., Polly, L. M., & Langdon, J. C. (2001). Improving applicants’ reactions to rejection letters: An application of fairness theory. Personnel Psychology, 54, 669-703.

Giumetti, G. W., & Sinar, E. F. (2012). Don’t you know me well enough yet? Comparing reactions of internal and external candidates to employment testing. International Journal of Selection and Assessment, 20, 139-148.

Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12, 9-22.

Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal ofManagement, 16, 399-432.

Harold, C. M., Holtz, B. C., Griepentrog, B. K., Brewer, L. M., & Marsh, S. M. (2015). Investigating the effects of applicant justice perceptions on job offer acceptance. Personnel Psychology. doi: 10.1111/peps.12101.

Hausknecht, J. P., Day, D. V., & Thomas, S. C. (2004). Applicant reactions to selection procedures: An updated model and meta-analysis. Personnel Psychology, 57, 639-683.

Hoang, T. G., Truxillo, D. M., Erdogan, B., & Bauer, T. N. (2012). Cross-cultural examination of applicant reactions to selection methods: United States and Vietnam. International Journal of Selection and Assessment, 20, 209-219.

Honkaniemi, L., Feldt, T., Metsapelto, R., & Tolvanen, A. (2013). Personality types and applicant reactions in real-life selection. International Journal ofSelection and Assessment, 21, 32-45.

Leventhal, G. S. (1980). What should be done with equity theory? In K. J. Gergen, M. S. Greenberg & R H. Willis (Eds.), Social exchange: Advances in theory and research (pp. 27-55). New York: Plenum.

Macan, T., Avedon, M., Paese, M., & Smith, E. (1994). The effects of applicants’ reactions to cognitive ability tests and an assessment center. Personnel Psychology, 47, 715-738.

Madera, J. M. (2012). Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions. International Journal of Hospitality Management, 31, 1276-1282.

Madigan, J., & Macan, T. H. (2005). Improving candidate reactions by altering test administration. Applied H.R.M. Research, 10, 73-88.

Marcus, B. (2003). Attitudes towards personnel selection methods: A partial replication and extension in a German sample. Applied Psychology, 52, 515-532.

McCarthy, J. M., Hrabluik, C., & Jelley, R B. (2009). Progression through the ranks: Assessing employee reactions to high-stakes employment testing. Personnel Psychology, 62, 793-832.

McCarthy, J. M., Van Iddekinge, C. H., Lievens, F., Kung, M. C., Sinar, E. F., & Campion, M. A. (2013). Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance. Journal of Applied Psychology, 98, 701.

Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment, 22, 179-189.

Nikolaou, I., Bauer, T. N., & Truxillo, D. M. (2015). Applicant reactions to selection methods: An overview of recent research and suggestions for the future. In I. Nikolaou & J. Oostrom (Eds.), Current Issues in Personnel Selection (pp. 80-96). Hove: Psychology Press/Taylor and Francis.

Nikolaou, I., & Judge, T. (2007). Fairness reaction to personnel techniques in Greece: The core of self-evaluations. International Journal of Selection and Assessment, 15, 206-219.

Phillips, J. M., & Gully, S. M. (2002). Fairness reactions to personnel selection techniques in Singapore and the United States. International Journal of Human Resource Management, 13, 1186-1205.

Ployhart, R. E., & Harold, C. M. (2004). The applicant attribution-reaction theory (AART): An integrative theory of applicant attributional processing. International Journal of Selection and Assessment, 12, 84-98.

Ployhart, R. E., & Ryan, A. M. (1997). Toward an explanation of applicant reactions: An examination of organizational justice and attribution frameworks. Organizational Behavior and Human Decision Processes, 72, 308-335.

Ployhart, R. E., & Ryan, A. M. (1998). Applicants’ reactions to the fairness of selection procedures: The effects of positive rule violations and time of measurement. Journal of Applied Psychology, 83, 3-16.

Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (in press). Social media in employee- selection-related decisions A research agenda for uncharted territory. Journal of Management, online. doi: 10.1177/0149206313503018.

Roulin, N. (2014). The influence of employers’ use of social networking websites in selection, online self-promotion, and personality on the likelihood of faux pas postings. International Journal of Selection and Assessment, 22, 80-87.

Ryan, A. M., & Ployhart, R. E. (2000). Candidates’ perceptions of selection procedures and decisions: A critical review and agenda for the future. Journal of Management, 26, 565-606.

Ryan, A. M., & Ployhart, R. E. (2014). A century of selection. Annual Review of Psychology, 65, 693-717.

Sackett, P. R., & Wilk, S. L. (1994). Within-group norming and other forms of score adjustment in preemployment testing. American Psychologist, 49, 929-954.

Schleicher, D. J., Venkataramani, V., Morgeson, F. P., & Campion, M A. (2006). So you didn’t get the job...now what do you think? Examining opportunity-to- perform fairness perceptions. Personnel Psychology, 59, 559-590.

Schmidt, F. L., Greenthal, A. L., Hunter, J. E., Berner, J. G., & Seaton, F. W. (1977). Job sample vs. paper-and-pencil trades and technical tests: Adverse impact and examinee attitudes. Personnel Psychology, 30, 187-197.

Schmit, M. J., & Ryan, A. M. (1992). Test-taking dispositions: A missing link? Journal of Applied Psychology, 77, 629-637.

Schuler, H. (1993). Social validity of selection situations: A concept and some empirical results. In J. Schuler, J. L. Farr & M. Smith (Eds.), Personnel Selection and Assessment: Individual and Organizational Perspectives (pp. 41-55). Hillsdale, NJ: Lawrence Erlbaum.

Shaw, J. C., Wild, E., & Colquitt, J. A. (2003). To justify or excuse? A meta-analytic review of the effects of explanations. Journal of Applied Psychology, 88, 444-458.

Steiner, D. D., & Gilliland, S. W. (1996). Fairness reactions to personnel selection techniques in France and the United States. Journal of Applied Psychology, 81, 134-141.

Stoughton, J. W., Thompson, L., & Meade, A. (2013). Examining applicant reactions to the use of social networking websites in pre-employment screening. Journal of Business and Psychology, 28, 1-16.

Stoughton, J. W., Thompson, L. F., & Meade, A. W. (2015). Examining applicant reactions to the use of social networking websites in pre-employment screening. Journal of Business & Psychology, 30, 73-88.

Sylva, H., & Mol, S. T. (2009). E-recruitment: A study into applicant perceptions of an online application system. International Journal of Selection and Assessment, 17, 311-323.

Truxillo, D. M., & Bauer, T. N. (1999). Applicant reactions to test scores banding in entry-level and promotional contexts. Journal of Applied Psychology, 84, 322-339.

Truxillo, D. M., & Bauer, T. N., (2011). Applicant reactions to organizations and selection systems. In S. Zedeck (Ed.), APA Handbook of I/O Psychology (Vol. 2, pp. 379-397). Washington, DC: American Psychological Association Press.

Truxillo, D. M., Bauer, T. N., Campion, M. A., & Paronto, M. E. (2002). Selection fairness information and applicant reactions: A longitudinal field study. Journal of Applied Psychology, 87, 1020-1031.

Truxillo, D. M., Bauer, T. N., Campion, M. A., & Paronto, M. E. (2006). A field study of the role of Big Five personality in applicant perceptions of selection fairness, self, and the hiring organization. International Journal of Selection and Assessment, 14, 269-277.

Truxillo, D., Bauer, T., McCarthy, J., Anderson, N. R., & Ahmed, S. (in press). Applicant perspectives on employee selection systems. In D. Ones, N. R. Anderson, C. Viswesvaran & H. K. Sinangil (Eds.), Handbook of Industrial, Work and Organizational Psychology (2nd ed.). London and New York: Sage.

Truxillo, D. M., Bauer, T. N., & Sanchez, R. J. (2001). Multiple dimensions of procedural justice: Longitudinal effects on selection system fairness and test-taking self-efficacy. International Journal of Selection and Assessment, 9, 336-349.

Truxillo, D. M., Bodner, T. B., Bertolino, M., Bauer, T. N., & Yonce, C. (2009). Effects of explanations on applicant reactions: A meta-analytic review. International Journal of Selection and Assessment, 17, 346-361.

Truxillo, D. M., Steiner, D., & Gilliland, S. (2004). The importance of organizational justice in personnel selection: Defining when selection fairness really matter. International Journal ofSelection and Assessment, 12, 39-53.

Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L. & Junco, E. (in press). Social media for selection? Validity and adverse impact potential of a Facebook-based assessment. Journal of Management, online. doi: 10.1177/0149206313515524.

Viswesvaran, C., & Ones, D. S. (2004). Importance of perceived personnel selection system fairness determinants: Relations with demographic, personality, and job characteristics. International Journal ofSelection and Assessment, 12, 172-186.

Walker, J., Bauer, T. N., Cole, M. S., Bernerth, J. B., Feild, H. S., & Short, J. C. (2013). Is this how I will be treated? Reducing uncertainty through recruitment interactions. Academy of Management Journal, 56, 1325-1347.

 
Source
< Prev   CONTENTS   Source   Next >