Effects of Explanations on Applicant Reactions: A Meta-Analytic Review

By D. Truxillo, Todd E Bodner, Marilena Bertolino, T. Bauer, Clayton Yonce. 2009

139 citations recorded by the source corpus.

Subfields: Clinical Psychology, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/0970c9dc57a1baed75204bc0bfe5e2595ff1570c

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Neal Schmitt
2. Neil Anderson
3. Alexander S. Nassrelgrgawi
4. Jesús Salgado
5. H. J. Walker
6. Christopher P. Cerasoli
7. Jeremy C. Short
8. Jessica M. Nicklin

In Gender Studies

1. Neal Schmitt
2. Jesús Salgado
3. H. J. Walker
4. Neil Anderson
5. Jeremy C. Short
6. Jessica M. Nicklin
7. H. S. Feild
8. Ute R. Hülsheger

In Organizational Behavior and Human Resource Management

1. Neal Schmitt
2. Neil Anderson
3. Michael S. Cole
4. Jesús Salgado
5. Alexander S. Nassrelgrgawi
6. Jeremy B. Bernerth
7. Jessica M. Nicklin
8. Ute R. Hülsheger

Citations in the corpus

• Applicant Reactions in Selection: Comprehensive Meta-Analysis into Reaction Generalization Versus Situational Specificity (2010, background): “Second, the reference sections of several narrative reviews and past meta-analyses (e.g., Anderson et al., 2001; Chan & Schmitt, 2004; Hausknecht et al., 2004; Imus & Ryan, 2005; Ryan & Ployhart, 2000; Truxillo et al., 2009) were searched to identify articles not located in our computerbased search.”
• Performance, incentives, and needs for autonomy, competence, and relatedness: a meta-analysis (2016, background): “Providing explanations (rather than excuses) makes individuals feel more respected, have a positive view of the organization, and engage in positive behavior going forward (Truxillo et al. 2009).”
• Personality and Cognitive Ability as Predictors of Effective Performance at Work (2014, background): “A meta-analytic review by Truxillo et al. (2009) indicated that explanations of the nature of the selection process by company personnel or others affect applicants’ fairness perceptions, perceptions of the employing organization, test-taking motivation, and performance on cognitive ability tests.”
• Is This How I Will Be Treated? Reducing Uncertainty through Recruitment Interactions (2013, background): “Research on applicant reactions has found mixed results in the lab versus field (Hausknecht et al., 2004) with field settings tending to show stronger results because participants are more personally involved (Truxillo et al., 2009).”