Procedural justice and personality testing: An examination of concern and typicality

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 per...

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Bibliographic Details
Published in:Group & organization management 2003-12, Vol.28 (4), p.502
Main Authors: Ambrose, Maureen L, Rosse, Joseph G
Format: Article
Language:English
Subjects:
Ability tests
Applicants
Employee testing
Invasion of privacy
Organizational behavior
Organizational justice
Perceptions
Personality
Personality tests
Personnel selection
Procedural justice
Psychological tests
Studies
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Summary: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. [PUBLICATION ABSTRACT]
ISSN:1059-6011
1552-3993
DOI:10.1177/1059601103251234