title: Selection fairness information and applicant reactions: a longitudinal field study.
abstract: Although laboratory studies have found that selection information can affect applicant perceptions, this has not been tested in the field. The authors followed 2 cohorts of police applicants (N = 274) in a longitudinal study to examine the relationship between information, applicant perceptions, and behavior (e.g., turnover). Information was related to perceived fairness measured at the time of testing and 1 month later when applicants received their results. Information moderated the relationship between outcome favorability and test-taking self-efficacy among African Americans but not among Whites. Information was not related to the behavioral measures. The discussion focuses on why certain findings from previous studies were not replicated and on the use of information when applicants have an investment in getting a job.
authors.affiliation: Department of Psychology, Portland State University, Oregon 97207, USA. TruxilloD@pdx.edu
authors.forename: Donald M
authors.initials: DM
authors.lastname: Truxillo
authors.forename: Talya N
authors.initials: TN
authors.lastname: Bauer
authors.forename: Michael A
authors.initials: MA
authors.lastname: Campion
authors.forename: Matthew E
authors.initials: ME
authors.lastname: Paronto
mesh_terms: D000328:Adult; D015331:Cohort Studies; D030881:Disclosure; D005260:Female; D005500:Follow-Up Studies; D006801:Humans; D007586:Job Application; D008297:Male; D016495:Police; D011897:Random Allocation; D020377:Self Efficacy