THE EFFECTS OF APPLICANTs' REACTIONS TO COGNITIVE ABILITY TESTS AND AN ASSESSMENT CENTER
研究制造业求职者对认知能力测试和评价中心的看法，发现求职者认为评价中心更有效，且对选拔过程、工作和组织的满意度与接受工作的意愿相关。
Manufacturing applicants' perceptions of two selection devices were examined. In Study 1, applicants ( n = 3,984) completed cognitive ability tests and a survey of reactions. In Study 2, a subset of applicants from Study 1 ( n = 194) participated in an assessment center and completed the survey. Applicants reacted favorably to the procedures but viewed the assessment center as more face valid than the cognitive tests. Applicants who perceived the selection techniques more favorably were also more satisfied with the selection process, the job, and the organization. Although applicants' perceptions of the procedures were related to job acceptance intentions, applicants' liking of the job and organization explained the largest unique variance. In future studies, applicants' job acceptance intentions and attitudes toward the job and organization should be assessed before and after administration of selection devices; not controlling for prior impressions resulted in overestimation of the contribution of applicants' perceptions of selection procedures.