Abstract
This chapter provides an overview of the field of applicant reactions in terms of both where the field is now and where it might go next. It begins by discussing the theoretical models that have shaped this field. These include the organizational justice theory, Social validity theory, Fairness theory, and Applicant Attribution-Reaction theory. Truxillo, Steiner and Gilliland note that outcomes of applicant reactions can be broken down into 'soft' outcomes, that is, attitudes and behaviour proximal to the hiring procedure, and 'hard' outcomes that occur later, on the job. Gilliland noted that one of the drivers of applicant reactions research comes from an organizational perspective. Next, the chapter briefly discusses which selection procedures applicants prefer, followed by a description of the antecedents and outcomes of job applicant reactions to selection. The chapter concludes with a discussion of new research avenues that appear to be emerging in this field.
Original language | English |
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Title of host publication | The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention |
Publisher | Wiley-Blackwell |
Pages | 53-70 |
Number of pages | 18 |
ISBN (Electronic) | 9781118972472 |
ISBN (Print) | 9781118972694 |
DOIs | |
Publication status | Published - 11 Apr 2017 |
Externally published | Yes |
Keywords
- Applicant attribution-reaction theory
- Applicant reactions research
- Fairness theory
- Gilliland's model
- Hiring procedures
- Organizational justice theory
- Selection procedure
- Social validity theory