Does Justice in Selection Predict Candidate’s Intentions?
The study examines the relationship between justice in personnel ion and the intentions regarding the organization. A total of 261 applicants were surveyed after the ion results were known. A questionnaire was used to measure procedural, interactional and informational justice as well as the intenti...
| Autores: | , |
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| Tipo de recurso: | artículo |
| Fecha de publicación: | 2009 |
| País: | España |
| Institución: | Colegio Oficial de Psicólogos de Madrid |
| Repositorio: | Journal of Work and Organizational Psychology |
| OAI Identifier: | oai:journals.copmadrid.org:jwop/art/s1576-59622009000300003 |
| Acceso en línea: | https://doi.org/10.4321/s1576-59622009000300003 |
| Access Level: | acceso abierto |
| Palabra clave: | justice, ion, intentions toward organization, candidates, gender justicia, selección, intenciones respecto a la organización, candidatos, género |
| Sumario: | The study examines the relationship between justice in personnel ion and the intentions regarding the organization. A total of 261 applicants were surveyed after the ion results were known. A questionnaire was used to measure procedural, interactional and informational justice as well as the intention to recommend the organization, the intention to purchase its products and the intention to pursue legal action. According with ours hypothesis the results of the ion influences in perceptions of justice, in intentions to recommend the organization to others and intentions to purchase its products. Hierarchical regression models calculated to test the hypothesized effects, indicated differences between men and women. For women procedural justice predicted intention towards the organization and for men the significant predictors are interactional justice and informational justice. We discuss the implications of the findings for research and professional practice. |
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