APPLICANT REACTIONS TO SELECTION PROCEDURES

By James W. Smither, Richard R. Reilly, R. Millsap, KENNETH PEARLMAN AT&T, Ronald W. Stoffey. 2006

408 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1f4f00889439763e0e168f83eb3b300c805e457c

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Justice at the millennium, a decade later: a meta-analytic test of social exchange and affect-based perspectives. (2013, background): “State positive affect and negative affect were commonly assessed with adjectival scales, such as the PANAS-X (Watson & Clark, 1994).”
Fairness Reactions to Personnel Selection Methods: An International Comparison between the Netherlands, the United States, France, Spain, Portugal, and Singapore (2008, neutral): “Schuler’s model is a useful way to conceptualize applicant reactions and has been used as the grounding theoretical framework in several studies either into individual assessment techniques (e.g., Smither, Reilly, Millsap, Pearlman, & Stoffey, 1993; Rynes & Connerly, 1993; Macan, Avedon, Paese, & ”
Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions (2012, background): “Third, applicant reactions are also related o legal complaints; particularly when applicants perceive a selecion system to be invasive or inappropriate (Smither et al., 1993).”
The Multitasking Preference Inventory: Toward an Improved Measure of Individual Differences in Polychronicity (2010, methodology): “” Following the MPI measure, participants were administered a 5-item version of a measure of face validity ( Smither, Reilly, Millsap, Pearlman, & Stoffey, 1993 ).”
Effects of Pro-Environmental Recruiting Messages: The Role of Organizational Reputation (2009, background): “Because selection procedures are a critical source of information for applicants, the image created by a selection procedure is believed to affect an organization’s ability to attract candidates (Mecan et al. 1994; Richman-Hirsch et al. 2000; Smither et al. 1993 ).”