The Perceived Fairness of Selection Systems: An Organizational Justice Perspective

IF 19.3 1区管理学 Q1 BUSINESS

Academy of Management Review Pub Date : 1993-10-01 DOI:10.5465/AMR.1993.9402210155

S. Gilliland

引用次数: 1116

Abstract

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.

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选拔系统的感知公平性:一个组织公正的视角

提出了申请人对就业选择制度反应的公正模型，作为组织以往研究成果和指导未来研究的基础。本文简要回顾了组织公正的相关文献，并利用其中的关键发现为提出的模型提供了框架，并支持了假设。从10条程序规则的角度考察了选拔制度的程序正义性，其中这些规则的满足和违反为公平反应提供了依据。招聘决策的分配公正是根据公平、平等和需求来审查的。该模型还包括程序正义和分配正义的相互作用，以及公平对个人和组织结果的反应关系。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Academy of Management Review Multiple-

CiteScore

24.60

自引率

2.40%

发文量

期刊介绍： The mission of AMR is to publish theoretical insights that advance our understanding of management and organizations. Submissions to AMR must extend theory in ways that develop testable knowledge-based claims. To do this, researchers can develop new management and organization theory, significantly challenge or clarify existing theory, synthesize recent advances and ideas into fresh, if not entirely new theory, or initiate a search for new theory by identifying and delineating a novel theoretical problem. The contributions of AMR articles often are grounded in “normal science disciplines” of economics, psychology, sociology, or social psychology as well as nontraditional perspectives, such as the humanities.