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Perceived fairness in employee selection: The role of applicant personality

Jeremy B. Bernerth, Hubert S. Feild, William F. Giles & Michael Cole

abstract The present study investigated the role of applicant personality in relation to applicant procedural and distributive justice perceptions after being informed of an organization's reject/accept selection decision. A sample of 503 students completed a selection test, believing the results would be used to make initial selection decisions for an organization recruiting from the university. Participants were presented with selection decisions (randomly assigned) two weeks later, and procedural and distributive justice perceptions were assessed. Hierarchical regression analyses indicated that agreeableness, openness to experience, and test-taking self-efficacy were positively related with perceptions of procedural and distributive justice. Neuroticism was negatively associated with distributive justice perceptions. The relationships of test-taking self-efficacy with procedural and distributive justice were moderated by the organization's selection decision.
   
type journal paper
   
keywords resumes, applicant selection
   
language English
kind of paper journal article
date of appearance 1-6-2006
journal Journal of Business and Psychology
publisher Springer (New York, NY)
ISSN 0889-3268
ISSN (online) 1573-353X
DOI 10.1007/s10869-005-9004-3
volume of journal 20
number of issue 4
page(s) 545-563
review double-blind review
   
citation Bernerth, J. B., Feild, H. S., Giles, W. F., & Cole, M. (2006). Perceived fairness in employee selection: The role of applicant personality. Journal of Business and Psychology, 20(4), 545-563, DOI:10.1007/s10869-005-9004-3.