An Agenda for Future Research on Applicant Reactions to Selection Procedures: A Construct-Oriented Approach

By D. Chan, Neal Schmitt. 2004

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Fairness Reactions to Personnel Selection Techniques in Greece: The Role of Core Self-Evaluations (2007, background): “emphasized the importance of future research on the relationship between personality and fairness reactions, as Chan and Schmitt (2004) also advised. In one of the very few studies on the subject, Viswesvaran and Ones (2004) found that individuals with high emotional stability and extroversion place”
Applicant Reactions in Selection: Comprehensive Meta-Analysis into Reaction Generalization Versus Situational Specificity (2010, unknown): “First, justice theory originally propounded by Greenberg (1990) and applied to employee selection procedures by Gilliland (1993), and in modified form by Schuler (1993) in his ‘social validity’ perspective, has driven a whole range of empirical questions into applicant reactions to procedural (proce”
Personnel selection. (2008, background): “So, in applicant perception studies it is critical to go beyond self-reported outcomes (see also Chan & Schmitt 2004).”
Fairness Reactions to Personnel Selection Methods: An International Comparison between the Netherlands, the United States, France, Spain, Portugal, and Singapore (2008, unknown): “It is therefore vital that future research pursues both of these lines of enquiry further with regard to applicant reactions and begins to quantify the precise degree of moderation caused by such international differences (see also Chan & Schmitt, 2004 ).”