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Do Procedural Justice Perceptions in a Selection Testing Context Predict Applicant Attraction and Intention Toward the Organization?
Author(s) -
Maertz Carl P.,
Mosley Donald C.,
Bauer Talya N.,
Posthuma Richard A.,
Campion Michael A.
Publication year - 2004
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.1559-1816.2004.tb02540.x
Subject(s) - procedural justice , psychology , social psychology , attractiveness , perception , context (archaeology) , economic justice , test (biology) , selection (genetic algorithm) , attraction , organizational justice , organizational commitment , political science , paleontology , linguistics , philosophy , neuroscience , artificial intelligence , computer science , psychoanalysis , law , biology
This study examines the effects of procedural justice perceptions on outcomes in an actual selection context with applicants taking a general mental ability test to gain employment as utility meter readers. Applicant attraction and intention related to the organization were measured at 3 time periods. This allowed us to control for initial levels of outcome variables and the pass‐fail result when assessing procedural justice effects. Procedural justice perceptions modestly predicted organizational attractiveness and intention prior to pass‐fail feedback. However, the procedural justice effects on these outcomes were diminished after controlling for the pass‐fail result. Either changes in R 2 or regression coefficients associated with procedural justice perceptions failed to achieve significance for all outcomes. We discuss the implications of these findings for procedural justice research and for employment managers.