Premium
Importance of Perceived Personnel Selection System Fairness Determinants: Relations with Demographic, Personality, and Job Characteristics
Author(s) -
Viswesvaran Chockalingam,
Ones Deniz S.
Publication year - 2004
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/j.0965-075x.2004.00272.x
Subject(s) - expatriate , psychology , conscientiousness , personnel selection , social psychology , selection (genetic algorithm) , ethnic group , job performance , personality , context (archaeology) , diversity (politics) , big five personality traits , cognition , job satisfaction , management , paleontology , artificial intelligence , sociology , biology , neuroscience , political science , computer science , anthropology , law , economics , extraversion and introversion
This study explored the relative importance attached to various perceived personnel selection fairness determinants (e.g., selection system content‐based variables, features of selection system administration). We investigated how demographic variables (ethnicity and gender), individual differences characteristics (the Big Five and cognitive ability) and job characteristics (job complexity and domestic/expatriate assignment status) relate to the importance of ratings of perceived personnel selection system determinants. The results, especially for race/ethnicity analyses indicated that there might be differences across demographic groups in importance placed on different aspects of selection system characteristics. The magnitudes of the relationships were small to moderate for Asian–White and Hispanic–White comparisons. Asian–Hispanic and gender differences in importance assessments were small. Few individual differences variables (i.e., personality and cognitive ability) were associated with importance placed on various aspects of selection system characteristics. Notable exceptions were moderate positive relationships between general mental ability and importance of content‐based selection system characteristics, and moderate negative relationships between emotional stability, conscientiousness and cognitive ability, and importance of selection system context variables. The complexity levels of the jobs held by respondents did not appreciably affect the importance placed on the different selection system characteristics. There were few notable differences between importance assessments for domestic versus expatriate positions. Implications for practice, especially managing cultural diversity in organizations, and for theory development are discussed.