Employee retention, Personnel management
Drawing on Gilliland’s (1993) selection fairness framework, we examined antecedents and behavioral effects of applicant procedural fairness perceptions before, during, and after a personnel selection procedure using a six-wave longitudinal research design. Results showed that both perceived post-test fairness and pre-feedback fairness perceptions are related to job offer acceptance and job performance after 18 months, but not to job performance after 36 months. Pre-test and post-test procedural fairness perceptions were mainly related to formal characteristics and interpersonal treatment, whereas pre-feedback fairness perceptions were related to formal characteristics and explanations. The impact of fairness attributes of formal characteristics and interpersonal treatment diminished over time, while attributes of explanation were only associated with pre-feedback fairness. Results are discussed in terms of theoretical implications for fairness research and for hiring organizations.
Konradt, Udo; Garbers, Yvonne; Böge, Martina; Erdogan, Berrin; and Bauer, Talya N., "Antecedents and Consequences of Procedural Fairness Perceptions in Personnel Selection: A Three-Year Longitudinal Study" (2016). Business Administration Faculty Publications and Presentations. 54.