IMPROVING APPLICANTS' REACTIONS TO REJECTION LETTERS: AN APPLICATION OF FAIRNESS THEORY

By S. Gilliland, Markus Groth, R. C. Baker, Angela Dew, L. M. Polly, J. C. Langdon. 2001

123 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/c423641103c097f378d7e952572dcec30672599d

How researchers see this paper

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

In Gender Studies

1. Russell S. Cropanzano
2. J. Colquitt
3. Thierry Nadisic
4. Filip Lievens
5. P. Sackett
6. C. Bell
7. Donald E. Gibson
8. Jonathan R. Crawshaw

In Organizational Behavior and Human Resource Management

1. Russell S. Cropanzano
2. J. Colquitt
3. Jonathan R. Crawshaw
4. Thierry Nadisic
5. C. Bell
6. Donald E. Gibson
7. Kate Zipay
8. Filip Lievens

In Sociology and Political Science

1. J. Colquitt
2. Russell S. Cropanzano
3. Jonathan R. Crawshaw
4. Kate Zipay
5. Thierry Nadisic
6. C. Bell
7. Maurice E. Schweitzer
8. Filip Lievens

Citations in the corpus

• Effects of Explanations on Applicant Reactions: A Meta-Analytic Review (2009, unknown): “, Folger & Cropanzano, 2001), a variant on organizational justice theory which assesses responsibility for a decision and whether other alternatives were available, has also been a theoretical basis for research on providing explanations to applicants receiving negative outcomes (Gilliland et al., 2”
• Justice, Fairness, and Employee Reactions (2015, background): “In practice, most studies employing fairness theory have either manipulated the should counterfactual or left it as an unmeasured aspect of their theorizing (Colquitt&Chertkoff 2002,Gilliland et al. 2001).”
• Personnel selection. (2008, background): “The provision of an explanation for selection decisions was identified as another practical intervention for promoting selection procedure fairness (Gilliland et al. 2001, Ployhart et al. 1999).”
• Organizational justice: New insights from behavioural ethics (2013, background): “While a growing number of articles show support for fairness theory (e.g. Gilliland et al., 2001; Kahn et al., 2013; McColl-Kennedy and Sparks, 2003), explicit empirical testing of this model is still relatively limited and more research is needed.”
• Fairness, Feelings, and Ethical Decision- Making: Consequences of Violating Community Standards of Fairness (2007, background): “Gilliland et al. (2001) found that while explanations involving referential justifications increased perceptions of fairness, explanations using ideological justifications did not consistently result in increased perceptions of fairness.”