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Applicants’ reactions to selection procedures – Prediction uncertainty as a moderator of the relationship between procedural fairness and organizational attractiveness

Listed author(s):
  • Müller, Patrick A.


    (Department of Social and Organizational Psychology, Utrecht University)

  • Janßen, Jana


    (Sonderforschungsbereich 504)

  • Jarzina, Dominique


    (Lehrstuhl fuer Sozialpsychologie, Universität Mannheim)

Registered author(s):

    Procedural fairness judgments strongly influence peoples’ attitudes and behaviors towards organizations. This is also true for the evaluation of selection systems. People who perceive a selection procedure as fairer judge the respective organization as a more attractive employer. The present study examined whether this relationship is strengthened by applicants’ prediction uncertainty. Results demonstrate a differential moderating effect of prediction uncertainty on the relationship between procedural fairness judgments and organizational attractiveness, depending on the outcome of the application. Implications for research on fairness judgments as well as applications in organizational settings are discussed.

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    Paper provided by Sonderforschungsbereich 504, Universität Mannheim & Sonderforschungsbereich 504, University of Mannheim in its series Sonderforschungsbereich 504 Publications with number 07-17.

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    Length: 24 pages
    Date of creation: 21 Jun 2007
    Handle: RePEc:xrs:sfbmaa:07-17
    Note: Financial support from the Deutsche Forschungsgemeinschaft, SFB 504, at the University of Mannheim, is gratefully acknowledged.
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    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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