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

Patrick A. Müller (), Jana Janßen () and Dominique Jarzina ()
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Patrick A. Müller: Department of Social and Organizational Psychology, Utrecht University, Postal: Heidelberglaan 1, 3584 CS Utrecht, The Netherlands
Jana Janßen: Sonderforschungsbereich 504, Postal: L 13, 15, D-68131 Mannheim
Dominique Jarzina: Lehrstuhl fuer Sozialpsychologie, Universität Mannheim, Postal: Seminargebaeude A5, D-68131 Mannheim

No 07-17, Sonderforschungsbereich 504 Publications from Sonderforschungsbereich 504, Universität Mannheim, Sonderforschungsbereich 504, University of Mannheim

Abstract: 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.

Pages: 24 pages
Date: 2007-06-21
Note: Financial support from the Deutsche Forschungsgemeinschaft, SFB 504, at the University of Mannheim, is gratefully acknowledged.
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