Procedural justice and personality testing - An examination of concern and typicality

    Authors

    M. L. Ambrose;J. G. Rosse

    Comments

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    Abbreviated Journal Title

    Group Organ. Manage.

    Keywords

    organizational justice; selection; applicant reactions; social; comparisons; APPLICANTS REACTIONS; SELECTION PROCEDURES; JOB-PERFORMANCE; ORGANIZATIONAL CONFLICT; INCREMENTAL VALIDITY; FAIRNESS JUDGMENTS; SOCIAL COMPARISONS; EXPLANATIONS; PERCEPTIONS; DECISIONS; Psychology, Applied; Management

    Abstract

    Research in selection examines how organizational justice principles may influence applicants' reactions to selection procedures. This article extends this research by examining-how two aspects of procedures-interpersonal treatment and social comparison information-affect reactions to a personality testing. The results of two studies demonstrate that interpersonal treatment (expression of concern for applicants' feelings) and social comparison information (description of testing as either typical or experimental) interact to affect test-takers' reactions. When concern was expressed and personality testing was described as typical, individuals responded less positively. However, when no concern was expressed, evaluations were more positive when testing was described as typical. The implications for organizational justice research and selection research are discussed.

    Journal Title

    Group & Organization Management

    Volume

    28

    Issue/Number

    4

    Publication Date

    1-1-2003

    Document Type

    Article

    Language

    English

    First Page

    502

    Last Page

    526

    WOS Identifier

    WOS:000186594200003

    ISSN

    1059-6011

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