Journal ArticleDOI
Fairness reactions to personnel selection techniques in France and the United States
TLDR
This paper examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures and found that the perceived face validity of the selection procedure was the strongest correlate of favorability reactions among both samples.Abstract:
The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students (Ar = 259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions on 7 procedural dimensions. Selection decisions based on interviews, work-sample tests, and resumes were perceived favorably in both cultures. Graphology was perceived more favorably in France than in the United States, but even French reactions toward graphology were somewhat negative. The perceived face validity of the selection procedure was the strongest correlate of favorability reactions among both samples. Beyond comparing the results from each culture, the discussion addresses implications for multinational companies establishing selection systems in foreign countries.read more
Citations
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Journal ArticleDOI
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
Frank L. Schmidt,John E. Hunter +1 more
TL;DR: In this paper, the authors summarized the practical and theoretical implications of 85 years of research in personnel selection and concluded that the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job related learning (such as amount of learning in training and development programs), and other criteria.
Journal ArticleDOI
Personality and job performance: the Big Five revisited.
Gregory M. Hurtz,John J. Donovan +1 more
TL;DR: A meta-analytic estimate of the criterion-related validity of explicit Big 5 measures for predicting job performance and contextual performance is provided and suggestions for future research aimed at enhancing the validity of personality predictors are provided.
Journal ArticleDOI
The Management of Organizational Justice
TL;DR: In this article, the authors demonstrate the management of organizational justice with some suggestions for building fairness into widely used managerial activities, such as hiring, performance appraisal, reward systems, conflict management, and downsizing.
Journal ArticleDOI
A Review of Cross-Cultural Methodologies for Organizational Research: A Best- Practices Approach:
TL;DR: In this paper, the authors present a review of cross-cultural studies that use self-report instruments and identify common practices prevalent in this type of research, which serve as a basis for the identification of best-practice recommendations for cross-culture researchers.
Journal ArticleDOI
Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis
TL;DR: An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta-analysis as discussed by the authors, which indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others.
References
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Book
Culture′s Consequences: International Differences in Work-Related Values
TL;DR: In his book Culture's Consequences, Geert Hofstede proposed four dimensions on which the differences among national cultures can be understood: Individualism, Power Distance, Uncertainty Avoidance and Masculinity as mentioned in this paper.
Journal ArticleDOI
Handbook of industrial and organizational psychology
TL;DR: An up-to-date handbook on conceptual and methodological issues relevant to the study of industrial and organizational behavior is presented in this paper, which covers substantive issues at both the individual and organizational level in both theoretical and practical terms.
Book
The Social Psychology of Procedural Justice
E. Allan Lind,Tom R. Tyler +1 more
TL;DR: In this article, two models of procedural justice are presented: Procedural Justice in Law I and Procedural justice in Law II, and the Generality of Procedural Jurisprudence.
Journal ArticleDOI
The Perceived Fairness of Selection Systems: An Organizational Justice Perspective
TL;DR: In this paper, a justice model of applicants' reactions to employment-selection systems is proposed as a basis for organizing previous findings and guiding future research, which also includes the interaction of procedural and distributive justice and the relationship of fairness reactions to individual and organizational outcomes.