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Procedural Justice and Perceptions of Fairness in Selection Practice
Author(s) -
Harris Lynette
Publication year - 2000
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/1468-2389.00143
Subject(s) - procedural justice , objectivity (philosophy) , selection (genetic algorithm) , psychology , perception , organizational justice , dilemma , economic justice , process (computing) , legislation , social psychology , organizational commitment , political science , computer science , law , artificial intelligence , philosophy , epistemology , neuroscience , operating system
Demonstrating procedural justice through a focus on the psychometric job‐related approach to selection continues to be the most effective means for employers to meet legal requirements and potential claims of unfair treatment. A study of selection practice in a large local UK City Council reports how a structured, highly ‘job‐focused’ approach can result in negative perceptions about the fairness of the process, its outcomes and effectiveness. Its findings reveal an organizational dilemma – how to develop selection systems that are sufficiently robust in terms of demonstrating maximum procedural fairness and objectivity to withstand potential litigation but are sufficiently flexible to accommodate those other factors which influence individual perceptions of fairness. It considers the future of the highly structured approach in the light of pressures to develop selection processes which can meet the needs of rapidly changing organizational structures as well the expansion of anti‐discrimination legislation and litigation.