Applicants' reactions to the fairness of selection procedures: the effects of positive rule violations and time of measurement.

This study examined several unexplored issues in research on applicants' perceptions of fairness. First, the study explored possible differences between procedural violations that advantage individuals vs. those that are disadvantageous. Second, the study examined the complex relationship between process and outcome fairness across the stages of the selection process. A longitudinal, simulated selection process was used; procedural justice was manipulated by varying the consistency of test administration, and distributive justice was manipulated by varying perceptions of equity. Results indicate that favorable rule violations are perceived similar to rule satisfaction and that a complex and dynamic relationship exists between process and outcome fairness.

[1]  Paul R. Sackett,et al.  Fairness in selection: Current developments and perspectives , 1993 .

[2]  Hannah R. Rothstein,et al.  The influence of selection test type on applicant reactions to employment testing , 1993 .

[3]  Paul T. P. Wong,et al.  When people ask "why" questions, and the heuristics of attributional search. , 1981 .

[4]  Kwok Leung,et al.  Psychological mechanisms of process-control effects. , 1990 .

[5]  P. Sweeney,et al.  Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. , 1992 .

[6]  Blair H. Sheppard,et al.  Toward general principles of managerial fairness , 1987 .

[7]  R. Kanfer.  Motivation theory and industrial and organizational psychology. , 1990 .

[8]  J. Greenberg,et al.  Organizational Justice: Yesterday, Today, and Tomorrow , 1990 .

[9]  James L. Farr,et al.  Personnel selection and assessment : individual and organizational perspectives , 1993 .

[10]  Jerald Greenberg,et al.  Reactions to procedural injustice in payment distributions: Do the means justify the ends? , 1987 .

[11]  Jerald Greenberg,et al.  Equity and Workplace Status: A Field Experiment , 1988 .

[12]  Blair H. Sheppard,et al.  Organizational justice: The search for fairness in the workplace. , 1994 .

[13]  Edward Barrett,et al.  Justice in the workplace , 1999 .

[14]  Heinz Schuler,et al.  Social validity of selection situations: A concept and some empirical results. , 1993 .

[15]  Robert E. Ployhart,et al.  Perceived Job Relatedness of Physical Ability Testing for Firefighters: Exploring Variations in Reactions , 1996 .

[16]  Frank J. Landy,et al.  Personnel Selection and Placement , 1994 .

[17]  G. Leventhal.  What Should Be Done with Equity Theory , 1980 .

[18]  K. Murphy.  Personnel Selection in Organizations , 1992 .

[19]  R. H. Willis,et al.  Social Exchange: Advances In Theory And Research , 1981 .

[20]  T. Tyler,et al.  Procedural justice as a criterion in allocation decisions. , 1986 .

[21]  Richard M. Steers,et al.  Motivation and Work Behaviour , 1978 .

[22]  Ivan T. Robertson,et al.  Advances in selection and assessment. , 1989 .

[23]  H. Wilke,et al.  Procedural and distributive justice: What is fair depends more on what comes first than on what comes next. , 1997 .

[24]  David E. Smith,et al.  THE EFFECTS OF APPLICANTs' REACTIONS TO COGNITIVE ABILITY TESTS AND AN ASSESSMENT CENTER , 1994 .

[25]  Jerald Greenberg,et al.  Determinants of Perceived Fairness of Performance Evaluations , 1986 .

[26]  S. Gilliland,et al.  PROCEDURAL AND DISTRIBUTIVE JUSTICE IN THE EDITORIAL REVIEW PROCESS , 1996 .

[27]  J. Brockner,et al.  An integrative framework for explaining reactions to decisions: interactive effects of outcomes and procedures. , 1996, Psychological bulletin.

[28]  Jerald Greenberg,et al.  Equity and Justice in Social Behavior , 1982 .

[29]  Jerald Greenberg,et al.  Approaching Equity and Avoiding Inequity in Groups and Organizations , 1982 .

[30]  S. Gilliland.  The Perceived Fairness of Selection Systems: An Organizational Justice Perspective , 1993 .

[31]  S. Gilliland,et al.  Effects of procedural and distributive justice on reactions to a selection system. , 1994 .

[32]  Bruce E. Wampold,et al.  Use of Multiple Regression in Counseling Psychology Research: A Flexible Data-Analytic Strategy. , 1987 .