Longitudinal assessment of applicant reactions to employment testing and test outcome feedback
Longitudinal assessment of applicant reactions to employment testing and test outcome feedback
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DOI：
10.1037/0021-9010.83.6.892
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发表时间：
1998-12-01
影响因子：
9.9
通讯作者：
Campion, MA
中科院分区：
文献类型：
--
作者：
Bauer, TN;Maertz, CP;Campion, MA
在公正的框架下，本研究调查了参加选拔考试以获得全职工作的实际应聘者。144名初级会计职位的应聘者在真实的就业测试环境中进行了三个时间段的测试：测试前、测试后但在反馈他们是否通过测试之前，以及测试后的表现反馈。在对测试前感知进行控制的情况下，5项程序公平测量中的几项(关于测试的已知信息、执行的机会、在测试现场的待遇、测试管理的一致性和与工作的相关性)预测了申请者对组织的评价、对就业测试的看法和申请者参加测试的自我效能。测试结果的好评性(通过或不通过就业测试)预测的结果比程序公平认知更一致地预测出最初反应以外的结果。在一些分析中，程序公平感解释了在控制结果偏好的影响后的增量差异。
Following a justice framework, the present study examined actual candidates taking selection tests to gain full-time employment. The reactions of 144 applicants for an entry-level accounting job were examined in a real employment testing context at 3 time periods: before testing, after testing but before feedback on whether they passed or failed the test, and after test performance feedback. With controls for pretest perceptions, several of the 5 procedural justice measures (information known about the test, chance to perform, treatment at the test site, consistency of the test administration, and job relatedness) predicted applicant evaluations regarding the organization, perceptions of employment testing, and applicant test-taking self-efficacy. Test outcome favorability (passing or failing the employment test) predicted outcomes beyond initial reactions more consistently than procedural justice perceptions. Procedural justice perceptions explained incremental variance in some analyses after the influence of outcome favorability was controlled.