THE PERCEIVED FAIRNESS OF SELECTION SYSTEMS - AN ORGANIZATIONAL JUSTICE PERSPECTIVE

A justice model of applicants' reactions to employment-selection syste ms is proposed as a basis for organizing previous findings and guiding future research. Organizational justice literature is briefly reviewe d. and key findings are used to provide a framework for the proposed m odel and to support hypotheses. The procedural justice of selection sy stems is examined in terms of 10 procedural rules, wherein the satisfa ction and violation of these rules provide the basis for fairness reac tions. Distributive justice of hiring decisions is examined with respe ct to equity, equality, and needs. The model also includes the interac tion of procedural and distributive justice and the relationship of fa irness reactions to individual and organizational outcomes.