rejection, selection, job, information, sensitivity, letter, fairness, organizational perceptions, self perceptions
Most people will experience rejection in the job selection process. Rejection from job opportunities is often issued via a letter from a hiring manager. These letters elicit reactions from applicants who may, in turn, have less favorable self perceptions and less favorable perceptions of the organization from which the applicant was rejected. Numerous research articles have been published that deal with delivering notification of selection and/or rejection to applicants in the job selection process. However, relatively few use a realistic laboratory design to obtain results. This study examined the effects of sensitivity and information in notifications of rejection when applicants are rejected in the job selection process. A more realistic laboratory design was used to increase the psychological fidelity of the job selection situation. One hundred forty undergraduate students participated in this study. Participants were told to imagine that they were graduate school applicants. Then, the participants completed a fake graduate school admissions test and received notification of rejection from a fake graduate school. Participants were assigned to conditions (letters varying in sensitivity and information type) randomly and the participants completed a post-notification of rejection survey that captured their self and organizational perceptions. Additionally, moderating variables were explored.
Master of Science (M.S.)
College of Arts and Sciences
Length of Campus-only Access
Masters Thesis (Open Access)
Yonce, Clayton, "Rejection In The Job Selection Process: The Effects Of Information & Sensitivity" (2005). Electronic Theses and Dissertations. 635.