This study examined the influence of peer communication concerning a selection procedure on the levels of anxiety among applicants taking a test and test motivation regarding a similar selection procedure, through the formation of interpersonal and distributive justice expectations. The hypotheses were addressed in a randomized four-group experiment. The results of the mediated hierarchical regression analyses showed significant mediating effects. Specifically, peer communication about interpersonal justice shaped applicants' interpersonal justice expectations, which in turn related negatively to applicants' levels of test anxiety. Peer communication about distributive justice shaped applicants' distributive justice expectations, which in turn related positively to applicants' test motivation.
This paper examined the moderating role of positive and negative affect in the relationship between distributive justice expectations and applicants' intentions to recommend the organization or to litigate. Specifically, it was suggested and supported in two samples of, respectively, 1,409 and 486 applicants, that the positive relationship between distributive justice expectations and recommendation intentions was stronger for applicants high in positive affect. In the second sample, it was further found that the negative relationship between distributive justice expectations and litigation intentions was stronger among applicants high in negative affect. This research is the first to identify the distinct roles of positive and negative affect in shaping responses to expectations of (un)fairness in the personnel selection literature. Theoretical and practical implications are discussed.
PurposeThe purpose of this paper was to investigate the influence of applicants' justice beliefs (i.e. belief in a just world and belief in tests) on justice expectations with respect to a forthcoming application for the job of prison guard. Further, it aims to study the moderating role of direct experiences on the relationship between beliefs and justice expectations.Design/methodology/approachA written survey was administered to 803 applicants, just before the start of the selection procedure. Data were self‐reported and collected at one point in time.FindingsSignificant positive relationships were found between both beliefs (i.e. belief in a just world and belief in tests) on procedural and distributive justice expectations. Moreover, the relationship between belief in tests and both types of justice expectations was stronger among experienced applicants. Conversely, the relationship between belief in a just world and distributive justice expectations was stronger among inexperienced applicants. This moderation was not found with respect to procedural justice expectations.Originality/valueInsight into how justice expectations are formed in selection contexts, and consequently, how organizations can influence these expectations, is largely missing. Bell, Ryan, and Wiechmann provided a conceptual model on antecedents of justice expectations but its theoretical underpinning is rather weak and not well‐understood. Construal level theory was used in this study as a theoretical basis to predict how applicants might form justice expectations with respect to future selection procedures.
Managing applicant justice expectations. A tool to win the ‘war for talent’ Managing applicant justice expectations. A tool to win the ‘war for talent’ Because of the ‘war for talent’, organizations struggle to get certain positions filled and in order to attract talent organizations have to work hard on their image as an attractive employer. Research shows that taking applicants’ justice expectations into account can help organizations to obtain a better pool of applicants. This article summarizes PhD research on antecedents and the consequences of the justice expectations that applicants have. This research addresses the moderating role of direct experiences in the relationship between applicants’ existing beliefs and their justice expectations; the mediating role of justice expectations in the relationship between peer communication about the fairness of the selection procedure and applicants’ test anxiety and motivation; and the moderating role of affect in the relationship between applicants’ justice expectations and their intentions to either recommend an organization or to litigate.
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