Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis
通过元分析更新了求职者对选拔程序反应的理论模型，发现求职者的积极感知会提升对组织的评价和接受工作意愿，且面试和工作样本比认知能力测试更受欢迎。
An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta‐analysis. Results from 86 independent samples ( N = 48,750) indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others. Applicant perceptions were positively correlated with actual and perceived performance on selection tools and with self‐perceptions. The average correlation between applicant perceptions and gender, age, and ethnic background was near zero. Face validity and perceived predictive validity were strong predictors of many applicant perceptions including procedural justice, distributive justice, attitudes towards tests, and attitudes towards selection. Interviews and work samples were perceived more favorably than cognitive ability tests, which were perceived more favorably than personality inventories, honesty tests, biodata, and graphology. The discussion identifies remaining theoretical and methodological issues as well as directions for future research.