The Importance of Organizational Justice in Personnel Selection: Defining When Selection Fairness Really Matters

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Is This How I Will Be Treated? Reducing Uncertainty through Recruitment Interactions (2013, background): “Organizations have control over recruitment procedures, and the characteristics of initial correspondence with job seekers likely affect organizational attitudes (Truxillo et al., 2004).”
Reactions to the Fairness of Promotion Methods: Procedural justice and job satisfaction (2012, unknown): “The core dimension of justice, PJ, deals with the perception of fairness in the formal procedures for making organizational decisions (Lind & Tyler, 1988), and is the most analyzed dimension in personnel selection research (Truxillo et al., 2004).”
Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions (2012, background): “Applicants perceive privacy violations as unfair and often this leads to negative perceptions of the organization (Truxillo et al., 2004).”
Effects of Explanations on Applicant Reactions: A Meta-Analytic Review (2009, unknown): “Additional work should be done on reactions that are proximal to the selection situation (e.g., perceptions of HR; Truxillo et al., 2004).”