Nomothetic and Idiographic Approaches to the Study of Dynamics in Applicant Fairness Perceptions

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Theory and previous research on applicant fairness suggest that positive fairness perceptions are related to a variety of favorable applicant attitudes and positive behaviors at pre- and post-organizational entry stages, including positive attitudes toward the potential employer, higher performance, and engagement in positive workplace behaviors. Prior research has traditionally adopted a static perspective on fairness, neglecting important temporal dynamics that both restrict empirical and theoretical evidence. The central concern of this research project therefore is how, why and when fairness perceptions change over time. We address these questions by using two coherent and complementary approaches: a variable-centered or nomothetic approach and a person-centered or idiographic approach. It is argued that a person-centered approach to the study of fairness perceptions is an important complement to the more traditional variable-centered approach. Both approaches have strengths and limitations and must be used appropriately to address the questions to which they are best suited.Consequently, the present research project follows a multi-methodological approach. The work program entails three studies, including a meta-analysis following the nomothetic approach and two intensive longitudinal field studies following the idiographic approach. The meta-analysis serves to consolidate the effect sizes found in randomized controlled trials or repeated measure designs of fairness treatment on average change in job applicants’ perceptions of fairness across time. Moreover, we seek to identify moderators and – for the first time – mediators of potential effects and trajectories. Considering fairness change as a non-ergodic process (i.e., non-homogeneous across individuals and non-stationary over time) that happens at the individual level, and drawing on the dynamic justice theory, we examine the individual change in applicant fairness perceptions over the entire application process. To achieve these objectives, this project makes also use of sound designs (e.g., intensive longitudinal studies) and convincing multivariate statistical methods (e.g., meta-analytical structural equation modeling, time- series modeling), which have - despite their potential - rarely been used in personnel psychological research. In sum, this project makes an important and innovative contribution to the literature by closing empirical and theoretical research gaps regarding the dynamic of applicants’ fairness perceptions. In addition, it provides managers and personnel staff with information to describe and predict dysfunctional (declining) patterns of fairness perceptions at an early stage to prevent negative impacts on the company’s reputation or the withdrawal of the application.