A Dispositional Approach to Applicant Reactions: Examining Core Self-Evaluations, Behavioral Intentions, and Fairness Perceptions

Abstract

Drawing from core self-evaluations (CSE) theory, we argue and demonstrate that disposition plays an important role in explaining the way job applicants respond to testing procedures in the selection process. We demonstrate that CSE predicts job candidate reapplication intentions, acceptance intentions, and recommendation intentions—even after controlling for test performance. Moreover, we show that CSE moderates the relationship between perceived fairness and applicant behavioral intentions. Drawing from a sample of 194 applicants for the position of police officer, this research uses data at four different time periods to explain the impact that applicant CSE has on outcomes in a high-stakes (i.e., civil service) testing environment. Our results indicate that behavioral intentions resulting from selection processes are attributable at least in part to applicant CSE and that self-serving attributions are not the only relevant driving factor. We also show that CSE influences the relationship between perceptions of fairness and behavioral intentions. Theoretically, this manuscript explains why and shows how CSE is a driving force behind intention formation. This research provides practitioners with insight to the formation of applicant reactions and intentions showing that important perceptions about the organization can be impacted by CSE. We also demonstrate that CSE impacts selection test performance. This is the first study to examine the impact of CSE on applicant responses related to the formation of organizationally relevant outcomes