This book proposes the application of the theoretical framework of current organizational justice theory to selection fairness research. Such an application aims to help fostering the understanding of selection fairness issues from both a procedural and a distributive justice perspective, readily distinguishable from the traditional psychometric and utility emphases. The author aims to identify areas of selection research where such an application would be most fruitful. It is argued that procedural justice notions could be applied to selection research into the identification of fairness determinants of selection procedures. The consequence of fairness perceptions about selection procedures in terms of successful candidates' post-entry job attitude and behaviour is explored in this theoretical context. The author also proposes the application of distributive justice notions to diversity-based - gender or ethnicity - selection. Empirical studies are discussed in detail to illustrate these proposed applications. The author identifies other areas of selection research to which various justice notions can be applied.
Sprache
Verlagsort
Verlagsgruppe
Zielgruppe
Für höhere Schule und Studium
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Maße
Höhe: 157 mm
Breite: 222 mm
Gewicht
ISBN-13
978-1-85628-475-2 (9781856284752)
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Schweitzer Klassifikation
Part 1 Theories of organizational justice: examples of reactive and proactive justice theories; outcome justice - theories and empirical findings; procedural justice - theories and empirical findings; interactional justice; other developments in organizational justice research. Part 2 Literature on selection fairness: selection fairness in test use; selection fairness in employment interviews; conclusions. Part 3 Applying procedural justice notions to selection research: identification of determinants of fair selection procedures; consequences of fairness perceptions about selection procedures. Part 4 Applying outcome justice notions to selection research: outcome fairness and preferential selection; applying relative deprivation theory to preferential selection; consequences of perceptions of injustice on behaviour. Part 5 Effect of justification on outcome fairness perceptions about preferential selection. Part 6 Summary of findings and other potential applications of justice notions to select fairness research.
