The importance of organizational justice in personnel selection: Defining when selection fairness really matters

Donald M. Truxillo, Dirk D. Steiner, Stephen W Gilliland

Research output: Contribution to journalArticle

83 Citations (Scopus)

Abstract

The purpose of this paper is to examine the usefulness of the organizational justice approach to applicant reactions. We begin with an overview of the research relating the fairness of selection procedures ("selection fairness") to individual and organizational outcomes. Next we propose boundary conditions defining when fairness should matter, the appropriate outcomes to examine in applicant reactions research, and methodological issues limiting the contribution of much of the current literature. We then consider a range of questions that remain to be addressed and new issues such as high-tech testing. Finally, we propose a series of applied questions and recommendations based on both theory and empirical research.

Original languageEnglish (US)
Pages (from-to)39-53
Number of pages15
JournalInternational Journal of Selection and Assessment
Volume12
Issue number1-2
StatePublished - Mar 2004

Fingerprint

Personnel selection
Personnel Selection
Social Justice
Empirical Research
Research
Boundary conditions
Testing
Organizational justice
Fairness
Applicant reactions

ASJC Scopus subject areas

  • Management of Technology and Innovation
  • Strategy and Management
  • Psychology(all)
  • Applied Psychology
  • Business, Management and Accounting(all)

Cite this

The importance of organizational justice in personnel selection : Defining when selection fairness really matters. / Truxillo, Donald M.; Steiner, Dirk D.; Gilliland, Stephen W.

In: International Journal of Selection and Assessment, Vol. 12, No. 1-2, 03.2004, p. 39-53.

Research output: Contribution to journalArticle

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