Multiple Dimensions of Procedural Justice: Longitudinal Effects on Selection System Fairness and Test‐Taking Self‐Efficacy

Abstract

To demonstrate the multidimensionality of test fairness, we examined the reactions of 246 police applicants to two consecutive selection tests (written and video-based) in terms of eight dimensions of fairness. As hypothesized, each test was seen as more fair in terms of certain dimensions. Furthermore, test fairness measured immediately after each test predicted perceptions of overall selection system fairness measured after candidates received their test results and after controlling for applicants' selection outcomes (i.e., whether they were eligible for further consideration in the selection process). Job-relatedness/content for the video-based test interacted with test score to affect test-taking self-efficacy. Our discussion focuses on the multidimensionality of test fairness, the contribution of these dimensions to overall selection system fairness, and the consideration of these dimensions in selection system design.

Applicant Reactions in Saudi Arabia: Organizational attractiveness and core‐self evaluation

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The Importance of Organizational Justice in Personnel Selection: Defining When Selection Fairness Really Matters

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It ain’t what you do, it's the way that you do it: Characteristics of procedural justice and their importance in social decision-making

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