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Applicants reactions to selection procedures : prediction uncertainty as a moderator of the relationship between procedural fairness and organizational attractiveness

Author

Listed:
  • Müller, Patrick A.
  • Janßen, Jana
  • Jarzina, Dominique

Abstract

Prozedurale Fairnessbewertungen beeinflussen in starkem Maße Einstellungen und das Verhalten von Personen gegenüber Organisationen. Dies gilt auch für die Bewertung von Personalauswahlverfahren. Personen, die ein Auswahlverfahren als fair einschätzen, bewerten die betreffende Organisation auch als attraktiveren Arbeitgeber. Die vorliegende Studie untersuchte, in wieweit dispositionale Vorhersageunsicherheit auf Seiten der Bewerbenden diesen Zusammenhang verstärkt. Die Ergebnisse der Studie demonstrieren in Abhängigkeit von der Auswahlentscheidung unterschiedliche moderierende Einflüsse von Vorhersageunsicherheit auf den Zusammenhang zwischen prozeduraler Fairnessbewertung und organisationaler Attraktivität. Implikationen für die Forschung zum Einfluss von Fairnessbewertungen sowie für die Anwendung im organisationalen Kontext werden diskutiert.

Suggested Citation

  • Müller, Patrick A. & Janßen, Jana & Jarzina, Dominique, 2007. "Applicants reactions to selection procedures : prediction uncertainty as a moderator of the relationship between procedural fairness and organizational attractiveness," Papers 07-17, Sonderforschungsbreich 504.
    • Handle: RePEc:mnh:spaper:2550
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    File URL: https://madoc.bib.uni-mannheim.de/2550/1/dp07_17.pdf
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    References listed on IDEAS

    as
    1. Tangirala, Subrahmaniam & Alge, Bradley J., 2006. "Reactions to unfair events in computer-mediated groups: A test of uncertainty management theory," Organizational Behavior and Human Decision Processes, Elsevier, vol. 100(1), pages 1-20, May.
    2. Elovainio, Marko & van den Bos, Kees & Linna, Anne & Kivimäki, Mika & Ala-Mursula, Leena & Pentti, Jaana & Vahtera, Jussi, 2005. "Combined effects of uncertainty and organizational justice on employee health: Testing the uncertainty management model of fairness judgments among Finnish public sector employees," Social Science & Medicine, Elsevier, vol. 61(12), pages 2501-2512, December.
    3. Brockner, Joel & Heuer, Larry & Magner, Nace & Folger, Robert & Umphress, Elizabeth & van den Bos, Kees & Vermunt, Riel & Magner, Mary & Siegel, Phyllis, 2003. "High procedural fairness heightens the effect of outcome favorability on self-evaluations: An attributional analysis," Organizational Behavior and Human Decision Processes, Elsevier, vol. 91(1), pages 51-68, May.
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