Applicants’ Perceptions of Selection Procedures and Decisions: A Critical Review and Agenda for the Future

By A. Ryan, Robert E. Ployhart. 2000

505 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/4fd3abfc9d75d2a25d5a794126192ea31a37e17e

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Citations in the corpus

Fairness Reactions to Personnel Selection Methods: An International Comparison between the Netherlands, the United States, France, Spain, Portugal, and Singapore (2008, unknown): “Several comprehensive reviews of this research conducted in different countries internationally have been published and are now available (chronologically these are, Schmitt & Chan, 1998; 1999; Ryan & Ployhart, 2000; Anderson, Born, & Cunningham-Snell, 2001; Chan & Schmitt, 2004; Hausknecht, Day, ”
The Essential Impact of Context on Organizational Behavior (2006, background): “To be sure, there is now research on applicant reactions to selection procedures, and it shows that applicants are quite sensitive to test type, explanations or lack thereof for decisions, and other contextual variables that are ignored in the typical validity study (Ryan & Ployhart, 2000).”
Situational judgment tests: An overview of current research (2009, background): “One of the most consistent findings in applicant reaction research is that the outcome applicants receive (e.g., pass or fail) or their perceptions of how well they did on a selection hurdle affects applicant perceptions (Ryan & Ployhart, 2000).”
An investigation into the validity of two measures of work engagement (2012, background): “However, there is a risk that continuing to choose the most commonly used scale ignores issues of scale reliability and validity (Ryan and Ployhart 2000).”
Privacy and Attitudes Towards Internet-Based Selection Systems: A Cross-Cultural Comparison (2003, background): “Over the last decade, test-takers’ perceptions of selection procedures in general have received increased research attention in personnel selection (see Anderson, Born and Cunningham-Snell, 2001; Ryan and Ployhart, 2000, for reviews).”
Highly automated job interviews: Acceptance under the influence of stakes (2019, unknown): “Favorable hiring decisions possibly lead to a higher salary, moving to another city, integrating in a new team whereas unfavorable hiring decisions might lead to uncertainty about the next steps and to pressure seeking other options (Ryan & Ployhart, 2000).”
ATTRACTING AND SELECTING: WHAT PSYCHOLOGICAL RESEARCH TELLS US (2004, background): “Over the last decade, there have been considerable advances in our knowledge of what applicants prefer and what they see as fair and unfair and what can be done to mitigate negative reactions of applicants (see Ryan & Ployhart, 2000 for a review).”
Social Media in Employee-Selection-Related Decisions (2016, background): “Applicant reactions have been defined as “attitudes, affect, or cognitions an individual has about the hiring process” (Ryan & Ployhart, 2000: 566).”
Understanding Racial Differences on Cognitive Ability Tests in Selection Contexts: An Integration of Stereotype Threat and Applicant Reactions Research (2003, methodology): “This question of understanding what individual differences contribute to test perceptions has been proposed by Ryan (2001; Ryan & Ployhart, 2000), but to date has no answer.”
Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis (2004, methodology): “Figure 1 outlines this model, which is guided by and adapted from earlier models (Gilliland, 1993; Ryan & Ployhart, 2000).”