Test-taker reactions to the selection process: Effects of outcome favorability, explanations, and voice on fairness perceptions

Journal of Applied Social Psychology

Volumn 37, Issue 12, 2007, Pages 2800-2826

  Rolland, Florence ^a   Steiner, Dirk D ^a  

^a UNIVERSITÉ CÔTE D'AZUR   (France)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 36348972934     PISSN: 00219029     EISSN: 15591816     Source Type: Journal    
DOI: 10.1111/j.1559-1816.2007.00282.x     Document Type: Article

References (42)

1. Arvey, R. D Sackett, P. R. (1993). Fairness in selection: Current developments and perspectives. In N. Schmitt W. Borman (Eds Personnel selection in organizations (pp. 171 202). San Francisco : Josey-Bass.
2. 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.
3. Bauer, T. N., Truxillo, D. M., Sanchez, R. J., Craig, J. M., Ferrara, P. Campion, M. A. (2001). Applicant reactions to selection: Development of the Selection Procedural Justice Scale (SPJS). Personnel Psychology, 54, 387 419.
4. Brockner, J. Wiesenfeld, B. M. (2005). How, when, and why does outcome favourability interact with procedural fairness? In J. Greenberg J. A. Colquitt (Eds Handbook of organizational justice (pp. 525 549). Mahwah, NJ : Lawrence Erlbaum.
5. Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386 400.
6. Cropanzano, R. Greenberg, J. (1997). Progress in organizational justice: Tunnelling through the maze. In C. L. Cooper I. T. Robertson (Eds International review of industrial and organizational psychology (pp. 313 372). New York : John Wiley & Sons.
7. Cunningham-Snell, N., Anderson, N. R. Fletcher, C. (1999, January). Psychological contract mutuality: Increasing congruence during organisational socialisation. Paper presented at the British Psychological Society Occupational Psychology Conference, Blackpool, UK.
8. Dwight, S. A. Alliger, G. M. (1997). Reactions to overt integrity test items. Educational and Psychological Measurement, 57, 937 948.
9. Folger, R. (1977). Distributive and procedural justice: Combined impact of "voice" and improvement of experienced inequity. Journal of Personality and Social Psychology, 35, 108 119.
10. Folger, R., Rosenfield, D., Grove, J. Corkran, L. (1979). Effects of "voice" and peer opinions on responses to inequity. Journal of Personality and Social Psychology, 37, 2253 2261.
11. Gilliland, S. W. (1993). The perceived fairness of selection systems: An organizational justice perspective. Academy of Management Review, 18, 694 734.
12. Gilliland, S. W. (1994). Effects of procedural and distributive justice on reactions to a selection system. Journal of Applied Psychology, 79, 691 701.
13. Gilliland, S. W. (1995). Fairness from the applicants' perspective: Reactions to employee selection procedures. International Journal of Selection and Assessment, 3, 11 19.
14. Gilliland, S. W., Groth, M., Baker, 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.
15. Gilliland, S. W. Honig, H. (1994, April). Development of the selection fairness survey. Paper presented at the annual conference of the Society for Industrial and Organizational Psychology, Nashville, TN.
16. Greenberg, J. (1994). Using socially fair treatment to promote acceptance of a work smoking ban. Journal of Applied Psychology, 79, 288 297.
17. Greenberg, J. Lind, E. A. (2000). The pursuit of organizational justice: From conceptualization to implication to application. In C. L. Cooper E. A. Locke (Eds Industrial and organizational psychology: Linking theory to practice (pp. 72 108). Oxford, UK : Blackwell.
18. 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.
19. Horvath, M., Ryan, A. M. Stierwalt, S. L. (2000). The influence of explanations for selection test use, outcome favorability, and self-efficacy on test-taker perceptions. Organizational Behavior and Human Decision Processes, 83, 310 330.
20. Kravitz, D. A., Stinson, V. Chavez, T. L. (1996). Evaluations of tests used for making selection and promotion decisions. International Journal of Selection and Assessment, 4, 24 34.
21. Leventhal, G. S. (1976). Fairness in social relationships. In J. W. Thibaut, J. T. Spence R. C. Carson (Eds Contemporary topics in social psychology (pp. 211 239). Morristown, NJ : General Learning Press.
22. Lounsbury, J. W., Bobrow, W. Jensen, J. B. (1989). Attitudes toward employment testing: Scale development, correlates, and "known-group" validation. Professional Psychology: Research & Practice, 20, 340 349.
23. Macan, T. H., Avedon, M. J., Paese, M. Smith, D. E. (1994). The effects of applicants' reactions to cognitive ability tests and assessment center. Personnel Psychology, 47, 715 738.
24. Neuman, G. A. Baydoun, R. (1998). An empirical examination of overt and covert integrity tests. Journal of Business and Psychology, 13, 65 79.
25. Ni, Y. Hauenstein, N. M. A. (1998). Applicant reactions to personality tests: Effects of item invasiveness and face validity. Journal of Business and Psychology, 12, 391 406.
26. 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.
27. 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.
28. Ployhart, R. E., Ryan, A. M. Bennett, M. (1999). Explanations for selection decisions: Applicants' reactions to informational and sensitivity features of explanations. Journal of Applied Psychology, 84, 87 106.
29. Ryan, A. M. Ployhart, R. E. (2000). Applicants' perceptions of selection procedures and decisions: A critical review and agenda for the future. Journal of Management, 26, 565 606.
30. Schmidt, F. L. Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262 274.
31. Shapiro, D. L., Buttner, E. H. Barry, B. (1994). Explanations: What factors enhance their perceived adequacy? Organizational Behavior and Human Decision Processes, 58, 346 368.
32. Smither, J. W., Reilly, R. R., Millsap, R. E., Pearlman, K. Stoffey, R. W. (1993). Applicant reactions to selection procedures. Personnel Psychology, 46, 49 76.
33. 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.
34. Steiner, D. D. Gilliland, S. W. (2001). Procedural justice in personnel selection: International and cross-cultural perspectives. International Journal of Selection and Assessment, 9, 1 14.
35. Thibaut, J. Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ : Lawrence Erlbaum.
36. Truxillo, D. M., Steiner, D. D. Gilliland, S. W. (2004). The importance of organizational justice in personnel selection: Defining when selection fairness really matters. International Journal of Selection and Assessment, 12, 39 59.
37. van den Bos, K. (1999). What are we talking about when we talk about no-voice procedures? On the psychology of the fair outcome effect. Journal of Experimental Social Psychology, 35, 560 577.
38. van den Bos, K. (2001). Fairness heuristic theory: Assessing the information to which people are reacting has a pivotal role in understanding organizational justice. In S. W. Gilliland, D. D. Steiner D. Skarlicki (Eds Theoretical and cultural perspectives on organizational justice. Greenwich, CT : Information Age Publishing.
39. van den Bos, K., Wilke, H. A. M. Lind, E. A. (1998). When do we need procedural fairness? The role of trust in authority. Journal of Personality and Social Psychology, 75, 1449 1458.
40. Wanek, J. E., Sackett, P. R. Ones, D. S. (2003). Towards an understanding of integrity test similarities and differences: An item-level analysis of seven tests. Personnel Psychology, 56, 873 894.
41. Waung, M. Brice, T. S. (2000). Communicating negative hire decisions to applicants: Fulfilling psychological contracts. Journal of Business and Psychology, 15, 247 263.
42. Wonderlic, E. F. (1999). Wonderlic Personnel Test manual. Northfield, IL : Wonderlic and Associates.