Selection fairness information and applicant reactions: A longitudinal field study

被引:106
|
作者
Truxillo, DM
Bauer, TN
Campion, MA
Paronto, ME
机构
[1] Portland State Univ, Dept Psychol, Portland, OR 97207 USA
[2] Portland State Univ, Sch Business Adm, Portland, OR 97207 USA
[3] Purdue Univ, Krannert Grad Sch Management, W Lafayette, IN 47907 USA
关键词
D O I
10.1037//0021-9010.87.6.1020
中图分类号
B849 [应用心理学];
学科分类号
040203 ;
摘要
Although laboratory studies have found that selection information can affect applicant perceptions, this has not been tested in the field. The authors followed 2 cohorts of police applicants (N = 274) in a longitudinal Study to examine the relationship between information, applicant perceptions, and behavior (e.g., turnover). Information was related to perceived fairness measured at the time of testing and I month later when applicants received their results. Information moderated the relationship between outcome favorability and test-taking self-efficacy among African Americans but not among Whites. Information was not related to the behavioral measures. The discussion focuses on why certain findings from previous studies were not replicated and on the use of information when applicants have an investment in getting a job.
引用
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页码:1020 / 1031
页数:12
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