Applicant reactions to digital selection procedures
基于组织公平理论和社会交换理论，研究了求职者对在线申请、在线测试和在线面试三种数字化选拔程序的公平感，发现在线申请评价最高，求职者开放性与公平感正相关、隐私担忧负相关，公平感影响组织信任和诉讼意向。
Abstract The use of digital technologies is dominating selection processes and has transformed the way organizations assess job applicants. Consequently, there is substantial interest in investigating how digital selection procedures (DPSs) are perceived by applicants and what their reactions are. Drawing on the organizational justice framework by Gilliland (1993), and on social exchange, personality, and privacy theories, we developed and tested an updated model of applicant reactions which takes into account the changing nature of selection processes using digital technologies. Procedural justice perceptions to the three most used DSPs, i.e., online applications, online tests, and online interviews, were assessed with two distinct samples: job applicants ( N = 209) and job incumbents ( N = 227). Online applications show the highest favorability ratings followed by online tests and online interviews across both samples. However, our results show that job incumbents and job applicants evaluate procedural just rules differently in forming fairness perceptions across the different DSPs. Structural equation modeling results reveal that applicants' openness to experience is positively related procedural justice perceptions of the three DSPs, whereas privacy concerns are negatively related. In turn, perceptions of procedural justice of the DSPs are positively related to organizational trust and P‐O fit perceptions, and negative related to intention to litigate.