Publication Date

2006

Abstract

This study examined several consequences of applicants’ expectations of organizational justice at multiple stages in a selection process. We assessed the justice expectations of 1,832 job applicants prior to their participation in a testing process and examined how these expectations influenced their pretest attitudes and intentions as well as their perceptions of the testing process. Results revealed that applicants with higher expectations of justice reported higher levels of pretest motivation and more positive job acceptance and recommendation intentions. Justice expectations were also positively related to applicants’ perceptions of justice in the testing process. Results also provided some evidence that justice expectations have a moderating influence, such that justice perceptions have a greater influence on applicants’ affective and cognitive states when expectations of justice are high. The theoretical and practical implications of these findings are discussed in the context of research on organizational justice and applicant perceptions.

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Suggested Citation

Bell, B. S., Wiechmann, D. & Ryan, A. M. (2006). Consequences of organizational justice expectations in a selection system [Electronic version]. Retrieved [insert date], from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/articles/408/

Required Publisher Statement

Copyright held by the American Psychological Association. Final version published as: Bell, B. S., Wiechmann, D. & Ryan, A. M. (2006). Consequences of organizational justice expectations in a selection system. Journal of Applied Psychology, 91(2), 455-466.

This article may not exactly replicate the final version published in the APA journal. It is not the copy of record. Journal of Applied Psychology is available online at: http://www.apa.org/pubs/journals/apl/index.aspx.

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