A Longitudinal Study of Applicant Reactions to Multiple Selection Procedures and Job and Organizational Characteristics

A Longitudinal Study of Applicant Reactions to Multiple Selection Procedures and Job and... This longitudinal field study aimed to: (a) examine the relative importance of reactions to psychological tests compared to interviews; (b) compare reactions to selection procedures with perceptions of job and organizational attributes; and (c) examine the relative importance of job acceptance intentions assessed at different stages. Graduate applicants were surveyed at four time points: pre‐selection, after an external interview, after psychological tests and internal interviews, and after actual job acceptance decision. Reactions to psychological tests were unrelated to attractiveness and acceptance intentions, whereas mixed findings were reported on reactions to interviews. Mostly, the findings showed that perceptions of job and organizational attributes explained significant variance in attractiveness and job acceptance intentions, whereas reactions to selection procedures were unrelated. The hypothesis that acceptance intentions closest in time to job acceptance decision would be more strongly related to job acceptance decision compared to intentions assessed at early stages was not supported. In general, the results emphasised the relative importance of initial attitudes of applicants in understanding applicant reactions. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Selection and Assessment Wiley

A Longitudinal Study of Applicant Reactions to Multiple Selection Procedures and Job and Organizational Characteristics

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Publisher
Wiley
Copyright
Copyright © 2003 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0965-075X
eISSN
1468-2389
D.O.I.
10.1111/j.0965-075X.2003.00257.x
Publisher site
See Article on Publisher Site

Abstract

This longitudinal field study aimed to: (a) examine the relative importance of reactions to psychological tests compared to interviews; (b) compare reactions to selection procedures with perceptions of job and organizational attributes; and (c) examine the relative importance of job acceptance intentions assessed at different stages. Graduate applicants were surveyed at four time points: pre‐selection, after an external interview, after psychological tests and internal interviews, and after actual job acceptance decision. Reactions to psychological tests were unrelated to attractiveness and acceptance intentions, whereas mixed findings were reported on reactions to interviews. Mostly, the findings showed that perceptions of job and organizational attributes explained significant variance in attractiveness and job acceptance intentions, whereas reactions to selection procedures were unrelated. The hypothesis that acceptance intentions closest in time to job acceptance decision would be more strongly related to job acceptance decision compared to intentions assessed at early stages was not supported. In general, the results emphasised the relative importance of initial attitudes of applicants in understanding applicant reactions.

Journal

International Journal of Selection and AssessmentWiley

Published: Dec 1, 2003

References

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