THE ROLE OF ATTRIBUTION AND FAIRNESS IN UNDERSTANDING JOB APPLICANT REACTIONS TO SELECTION PROCEDURES AND DECISIONS

Abstract

<p>Drawing upon Applicant-Attribution-Reaction Theory (AART) and research in the area ofjob applicant reactions, this study clarifies and underscores the influence of attributions on job applicant perceptions and behavioural reactions to staffing procedures and decisions. Overall, applicant attributions were influenced by: (a) experiencing a staffing process that satisfies/violates procedural justice rules; (b) receiving a favourable (selected) or unfavourable (rejected) selection outcome; and (c) receiving an explanation for a selection decision. Results further suggest that applicant attributions, influence applicant perceptions and behaviours. Consistent with AART's predictions, process fairness perceptions mediated relationships between applicant attributions and each of organizational perceptions, recommendation intentions, litigation intentions, job acceptance intentions, and reapplication intentions. Theoretical and practical implications for these findings are discussed.</p>