Suchergebnisse

Research in selection examines how organizational justice principles may influence applicants' reactions to selection procedures. This article extends this research by examining how two aspects of procedures—interpersonal treatment and social comparison information—affect reactions to a personality testing. The results of two studies demonstrate that interpersonal treatment (expression of concern for applicants' feelings) and social comparison information (description of testing as either typical or experimental) interact to affect test-takers' reactions. When concern was expressed and personality testing was described as typical, individuals responded less positively. However, when no concern was expressed, evaluations were more positive when testing was described as typical. The implications for organizational justice research and selection research are discussed.

This study examines the impact of workgroup membership on individuals' perceptions of equity and choice of referent. Subjects indicated who they compared themselves to on four job facets (compensation, job complexity, supervisory behavior, and security) and whether or not they felt equitably treated relative to their referent. For security comparisons, results show that workgroup membership is related to perceptions of equity and referent choice. For compensation comparisons, workgroup membership is related to referent choice. Workgroup membership does not influence either equity evaluations or referent choice for job complexity or supervisory behavior. Implications of these results for future research on comparative referents are discussed.