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- Publisher
- Wiley
- Copyright
- Copyright © 1994 Wiley Subscription Services, Inc., A Wiley Company
- ISSN
- 0031-5826
- eISSN
- 1744-6570
- DOI
- 10.1111/j.1744-6570.1994.tb01573.x
- Publisher site
- See Article on Publisher Site
Abstract
Manufacturing applicants' perceptions of two selection devices were examined. In Study 1, applicants (n= 3,984) completed cognitive ability tests and a survey of reactions. In Study 2, a subset of applicants from Study 1 (n= 194) participated in an assessment center and completed the survey. Applicants reacted favorably to the procedures but viewed the assessment center as more face valid than the cognitive tests. Applicants who perceived the selection techniques more favorably were also more satisfied with the selection process, the job, and the organization. Although applicants' perceptions of the procedures were related to job acceptance intentions, applicants' liking of the job and organization explained the largest unique variance. In future studies, applicants' job acceptance intentions and attitudes toward the job and organization should be assessed before and after administration of selection devices; not controlling for prior impressions resulted in overestimation of the contribution of applicants' perceptions of selection procedures.
Journal
Personnel Psychology – Wiley
Published: Dec 1, 1994