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Abstract
AbstractUsing an event‐triggered multi‐stage framework, this random‐effects meta‐analysis examined the changes in applicants' perceptions of fairness between consecutive stages and throughout the entire personnel selection process. We integrated findings of studies with at least two measurement points, resulting in 45 effect sizes (overall N = 3,038). Trajectories of perceptions of fairness decreased nonlinearly across the process, with a steeper decrease for people who held high levels of initial fairness expectations. Unjust treatment produced a decrease in perceptions of fairness from pretest to posttest and an increase from posttest to postdecision. Furthermore, the length of the time interval moderated the changes in fairness perceptions between the posttest and postdecision stage. Practical implications and an agenda for future research are discussed.
Highlights
Wanting to be treated fairly is considered a fundamental human desire
We combined meta-analysis with structural equation modeling, which allowed us to examine the latent trajectory of applicants' perceptions of fairness that had not been examined in earlier meta-analyses
The results of our study provide answers to a number of questions: (1) How perceptions of fairness vary over time; (2) how intense these changes are; and (3) what variables influence the magnitude of the change
Summary
Wanting to be treated fairly is considered a fundamental human desire. Universality theories suggest that being treated fairly fulfills a number of basic needs, including the need for human influence and voice (e.g., Adams, 1963; Lind & van den Bos, 2002), a sense of selfworth and self-esteem (e.g., Lind, 1995), and universal norms of ethics and morality (e.g., Folger, 1998). Fairness has been examined in the personnel selection context, where it plays an important role. It is widely recognized, for instance, that treating people fairly is directly connected to the image people have of an organization and can impact their relationship with it (McCarthy et al, 2017). Can be quickly communicated to a broader audience through employer rating portals (e.g., kununu.com) or social networks. This emphasizes the importance of researching the effects of just and unjust treatment during the selection process. The results of studies in this area have been summarized in various narrative reviews (Colquitt & Zipay, 2015; Gilliland & Steiner, 2012; McCarthy et al, 2017; Truxillo & Bauer, 2011; Truxillo, Bauer, & McCarthy, 2015) and quantitative meta-analyses (Anderson, Salgado, & Hülsheger, 2010; Hausknecht, Day, & Thomas, 2004; Truxillo, Bodner, Bertolino, Bauer, & Yonce, 2009), which have advanced our understanding of perceptions of fairness in the personnel selection process
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