The Perceived Fairness of Selection Systems: An Organizational Justice Perspective
提出一个基于组织公正理论的模型，解释求职者对选拔系统公平性的感知，并梳理了程序公正的十条规则与分配公正的三种原则，为后续研究提供框架。
A justice model of applicants' reactions to employment-selection systems is proposed as a basis for organizing previous findings and guiding future research. Organizational justice literature is briefly reviewed, and key findings are used to provide a framework for the proposed model and to support hypotheses. The procedural justice of selection systems is examined in terms of 10 procedural rules, wherein the satisfaction and violation of these rules provide the basis for fairness reactions. Distributive justice of hiring decisions is examined with respect to equity, equality, and needs. The model also includes the interaction of procedural and distributive justice and the relationship of fairness reactions to individual and organizational outcomes.