A meta‐analysis of change in applicants' perceptions of fairness

Konradt, Udo; Oldeweme, Martina; Krys, Sabrina; Otte, Kai‐Philip

doi:10.1111/ijsa.12305

Cited by 8 publications

(2 citation statements)

References 94 publications

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“…Research shows that procedural justice perceptions of applicants might change throughout the selection process, as applicants have varying expectations in each stage (Konradt et al, 2020). Hence, an examination of the fairness perceptions of selection methods with a high degree of digitalization compared to those with a low degree of digitalization in consideration of the respective stage of the application process appears to be meaningful.…”

Section: Hypothesis 1: the Use Of Selection Methods With High Degrees Of Digitalization Has A Positive Effect On Applicants' Perceptions mentioning

confidence: 99%

Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice

et al. 2021

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Research has shown that the use of digital technologies in the personnel selection process can have both positive and negative effects on applicants’ attraction to an organization. We explain this contradiction by specifying its underlying mechanisms. Drawing on signaling theory, we build a conceptual model that applies two different theoretical lenses (instrumental-symbolic framework and justice theory) to suggest that perceptions of innovativeness and procedural justice explain the relationship between an organization’s use of digital selection methods and employer attractiveness perceptions. We test our model by utilizing two studies, namely one experimental vignette study among potential applicants (N = 475) and one retrospective field study among actual job applicants (N = 335). With the exception of the assessment stage in Study 1, the positive indirect effects found in both studies indicated that applicants perceive digital selection methods to be more innovative. While Study 1 also revealed a negative indirect effect, with potential applicants further perceiving digital selection methods as less fair than less digitalized methods in the interview stage, this effect was not significant for actual job applicants in Study 2. We discuss theoretical implications for the applicant reactions literature and offer recommendations for human resource managers to make use of positive signaling effects while reducing potential negative signaling effects linked to the use of digital selection methods.

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Section: Hypothesis 1: the Use Of Selection Methods With High Degrees Of Digitalization Has A Positive Effect On Applicants' Perceptions mentioning

confidence: 99%

Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice

et al. 2021

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“…In terms of digital selection methods, applicants tend to show favourable reactions to online test-based procedures (McCarthy et al, 2017), although the reaction to online interviews via videoconferences showed less positive applicant reactions (McCarthy et al, 2017;Woods et al, 2019). A recent and unique metaanalysis in that they looked at studies of applicant reactions with at least two measurement points found that the perceptions of fairness declined nonlinearly across the selection process (Konradt et al, 2020). Those with higher levels of initial fairness expectations experienced a steeper decline in fairness perceptions, which was less strong when the interval between post-test and post-decision was longer.…”

Section: Applicant Reactions and Impression Managementmentioning

confidence: 99%

Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities

Potočnik

Anderson

Born

et al. 2021

European Journal of Work and Organizational Psychology

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Considered as one of the cornerstones of work and organizational psychology, it is not surprising that the selection and recruitment literature is vast. In this review, we synthesize and integrate the findings from around 40 meta-analyses and literature reviews from the last decade to identify the most recent metatrends and future research directions in the selection and recruitment research and practice. We organize our key findings around three superordinate areas: a) recent developments in selection research, covering findings on validities of selection methods, expanding the criterion space, and applicant reactions and impression management; b) recent developments in recruitment research, paying attention to the evidence around recruitment methods and applicant attraction; and c) new technology in recruitment and selection. In our call for future research, we delineate a number of substantive issues and the need for more sophisticated theoretical developments in the field as well as methodological challenges that future efforts should address. We concur with the vast literature in that selection and recruitment research is a vibrant field, which we expect will address a number of ongoing political, cultural, technological, societal, and employment regulations-related issues to keep creating impact and providing meaningful findings for recruitment and selection practices in organizations.

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A Person-Centered Approach to Understanding Endorsement of Restorative Justice in Response to Workplace Mistreatment

et al. 2021

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A meta‐analysis of change in applicants' perceptions of fairness

Cited by 8 publications

References 94 publications

Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice

Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice

Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities

A Person-Centered Approach to Understanding Endorsement of Restorative Justice in Response to Workplace Mistreatment

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