AN EXPERIMENTAL TEST OF THE INFLUENCE OF SELECTION PROCEDURES ON FAIRNESS PERCEPTIONS, ATTITUDES ABOUT THE ORGANIZATION, AND JOB PURSUIT INTENTIONS

College juniors and seniors (N = 184) reviewed a 12-page college recru iting brochure containing information about a large, high-technology c orporation. Six versions of the brochure created a 2 x 3 experimental design in which the compensation and selection practices of the compan y were manipulated. Compensation and benefit packages were described a s being either above or comparable to the industry average. The select ion procedure was described as either a biodata inventory, an abstract cognitive test, or an in-basket simulation. We hypothesized that sele ction procedures would have an indirect, rather than direct, effect on attitudes about the organization and job pursuit intentions. LISREL a nalyses found good fits for the measurement model (RNI = .97) and the structural model (RNI = .95). All hypothesized paths were significant (p < .05) except for the path between compensation and attitudes about the organization. It is suggested that different selection procedures with comparable levels of validity may have different effects on cand idates' attitudes about employers.