APPLICANT REACTIONS TO SELECTION: DEVELOPMENT OF THE SELECTION PROCEDURAL JUSTICE SCALE (SPJS)

By T. Bauer, D. Truxillo, R. Sanchez, J. Craig, Philip Ferrara, M. Campion. 2001

446 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Surgery

View Paper: https://www.semanticscholar.org/paper/c0f4fe21f7a0f93b35f054ba7502bf39f7e62d8d

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. B. Caza
2. Susan J. Ashford
3. Filip Lievens
4. M. Frazier
5. Paul D. Johnson
6. Erin Reid
7. Cornelius J. Konig
8. D. Day

In Social Psychology

1. M. Frazier
2. Paul D. Johnson
3. B. Caza
4. Stav Fainshmidt
5. Filip Lievens
6. Cornelius J. Konig
7. Philip L. Roth
8. P. Sackett

In Surgery

1. Filip Lievens
2. Philip L. Roth
3. P. Sackett
4. Chad H. Van Iddekinge

Citations in the corpus

• Applicant Reactions in Selection: Comprehensive Meta-Analysis into Reaction Generalization Versus Situational Specificity (2010, unknown): “Applicant reactions are also an important consideration for organizations in their design of operational selection procedures as, for instance, such reactions can influence acceptance rates among chosen candidates and the organization’s wider public image as a potential employer (Anderson, in press;”
• Personnel selection. (2008, background): “First, Bauer et al. (2001) developed the selection procedural justice scale.”
• Psychology Meets Machine Learning: Interdisciplinary Perspectives on Algorithmic Job Candidate Screening (2018, background): “Fourth, the probability of legal actions is closely related to applicant reactions: when applicants react extremely negatively to selection procedures, they might even sue the hiring company (Bauer et al. 2001).”
• Highly automated job interviews: Acceptance under the influence of stakes (2019, unknown): “influence a specific situation [perceived controllability], the confidence of being able to execute a specific behavior and to control a situation [perceived self-efficacy]; Ajzen, 2002b), consistency (in the sense of equal treatment; Bauer et al., 2001), and fairness.”
• Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment (2016, background): “For example, such assessments might score low on perceptions of job relatedness, opportunity to perform, two-way communication, and transparency (Bauer et al., 2001; Gilliland, 1993; Hausknecht, Day, & Thomas, 2004).”
• Examining Digital Interviews for Personnel Selection: Applicant Reactions and Interviewer Ratings (2017, unknown): “Bauer et al. (2001), Warstza (2012) I would have felt comfortable asking questions about the interview if I had any.”
• Justice, Fairness, and Employee Reactions (2015, background): “That systemic view would seek to ensure that recruitment and selection experiences are handled in a just manner (e.g., Bauer et al. 2001).”