Applicant reactions to test score banding in entry-level and promotional contexts

This series of field studies used a fairness framework to investigate appli cant reactions to test score banding in 3 police selection contexts. Studie s 1 (N = 85) and 2 (N = 369) involved applicants for entry-level positions, and Study 3 (N = 39) involved applicants for promotion. Across all 3 studie s, race interacted with applicants' belief that banding is associated with affirmative action to affect measures of fairness and organizational outcom es such as attractiveness and perceived employee relations. Reactions were also related to applicants' perceived outcomes as a result of banding. Resu lts are explained in terms of self-interest and suggest that reactions to b anding are largely a function of the association of banding with affirmativ e action.