
Contents
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Theoretical Frameworks Theoretical Frameworks
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Organizational Justice Theories Organizational Justice Theories
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Procedural Justice. Procedural Justice.
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Informational Justice. Informational Justice.
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Interpersonal Justice. Interpersonal Justice.
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Distributive Justice. Distributive Justice.
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Conclusions. Conclusions.
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Future Directions. Future Directions.
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Test-Taking Motivation Models Test-Taking Motivation Models
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Dimensions of Test Attitudes. Dimensions of Test Attitudes.
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Social Psychological Theories Social Psychological Theories
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Invasion of Privacy Models Invasion of Privacy Models
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Theoretical Integration Theoretical Integration
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Self-Interest Motives. Self-Interest Motives.
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Group-Values Motives. Group-Values Motives.
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Deontic Outrage Motives. Deontic Outrage Motives.
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Conclusions. Conclusions.
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Consequences of Applicant Reactions Consequences of Applicant Reactions
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Attitudes Attitudes
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Prehire Attitudes. Prehire Attitudes.
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Posthire Attitudes. Posthire Attitudes.
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Behaviors Behaviors
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Prehire Behavior. Prehire Behavior.
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Posthire Behavior. Posthire Behavior.
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Results Results
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Self-Perceptions Self-Perceptions
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Conclusions Conclusions
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Reactions to Selection Techniques and Processes Reactions to Selection Techniques and Processes
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Reactions to Tests Reactions to Tests
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Reactions to Interviews Reactions to Interviews
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Moderators of Application Reactions Moderators of Application Reactions
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Type of Job. Type of Job.
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Applicant Characteristics. Applicant Characteristics.
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Cross-Cultural Influences. Cross-Cultural Influences.
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Conclusions Conclusions
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References References
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28 Applicant Reactions to Testing and Selection
Get accessStephen W. Gilliland, Department of Management and Organizations, University of Arizona, Tucson, AZ
Dirk D. Steiner, Laboratoire d’Anthropologie et de Psychologie Cognitiveset Sociales, Université de Nice-Sophia Antipolis, Nice, France
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Published:21 November 2012
Cite
Abstract
Applicant reactions to selection and assessment have developed into a theoretically grounded and productive body of research over the past 20 years. Organizational justice theories provide a valuable foundation for much of this research, but important models have also been developed from test motivation and social psychological perspectives. Research indicates that applicant reactions are strongly related to prehire attitudes and applicant self-perceptions, but not related to most behaviors. Research has also demonstrated substantial consistency in applicant reactions across gender, race, and cultures. Generally, applicants react most favorably toward work sample tests and interviews, negatively toward graphology and honesty tests, and moderately toward cognitive ability tests, biodata, and personality inventories. We conclude by highlighting a number of areas for future research, suggesting that with broader perspectives applicant reactions research can continue to be as productive as it has been in the past.
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