Fairness Reactions to Personnel Selection Techniques in Greece: The role of core self‐evaluations

Abstract

The current study examines fairness reactions to personnel selection methods and the role of core self-evaluations (CSE) in Greece using two samples of employees (N ¼ 158) and students (N ¼ 181). Interviews, ré sumé s, and work samples were the best-rated and most favourably appraised methods across students and employees. Students demonstrated more positive attitudes towards psychometric (i.e., ability, personality, honesty) tests than did employees. As far as the procedural dimensions are concerned, similarly to previous studies, face validity and opportunity to perform were the strongest correlates of considering personnel selection methods favourably. Overall, the relationship between fairness reactions and CSE was weak. Our findings are compared with the results from studies of other countries using similar methodologies.

Fairness Perceptions of Selection Instruments Used in Turkey

“…The relationship between goal orientation and justice perceptions showed some correlations but such correlations were not strong. This result is consistent with Nikolaou & Judge (2007) in that they found relatively low correlations with justice perceptions and core self evaluation. At least one of the procedural justice perception questions supported our hypothesis that LGO was related to better perceptions of the science achievement test than the other selection methods and PAO people viewed personality as better than the other two instruments.…”

Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”

“…In response, there has also been an increasing focus on applicant reactions across countries, with dozens of studies examining similarities and differences in applicant reactions to popular methods comprising selection procedures. Although the North American context still prevails, there has been considerable growth in research in other countries, particularly within Europe (e.g., Anderson & Witvliet, 2008;Bertolino & Steiner, 2007;Hülsheger & Anderson, 2009;Konradt et al, in press;Nikolaou & Judge, 2007), the Middle East (e.g., Anderson, Ahmed, & Costa, 2012), and Asia (e.g., Gamliel & Peer, 2009;Hoang, Truxillo, Erdogan, & Bauer, 2012;Liu, Potočnik, & Anderson, 2016). In fact, since the turn of the millennium, studies have been conducted in more than 30 countries worldwide (Walsh, Tuller, Barnes-Farrell, & Matthews, 2010).…”

Employee Selection in Times of Change

“…Anderson and Witvliet (2008) compared the reaction of a Dutch sample of respondents to different selection methods. Bertolino and Steiner (2007) reported applicant reactions to different selection predictors from an Italian sample, whereas Nikolaou and Judge (2007) presented data on fairness reactions to different selection predictors from a Greek sample. Moscoso and Salgado (2004) presented data from Spanish and Portuguese respondents.…”