Fairness reactions to personnel selection techniques in France and the United States.

Abstract

The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students (Ar = 259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions on 7 procedural dimensions. Selection decisions based on interviews, work-sample tests, and resumes were perceived favorably in both cultures. Graphology was perceived more favorably in France than in the United States, but even French reactions toward graphology were somewhat negative. The perceived face validity of the selection procedure was the strongest correlate of favorability reactions among both samples. Beyond comparing the results from each culture, the discussion addresses implications for multinational companies establishing selection systems in foreign countries.

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   Gregory M. Hurtz, John J. Donovan · 2000 · Journal of Applied Psychology
3. The Management of Organizational Justice
   Cropanzano, Russell, Bowen, David E., Gilliland, Stephen W. · 2007 · Academy of Management Perspectives
4. Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis
   Hausknecht, John P., Day, David V., Thomas, Scott C. · 2004 · Personnel Psychology
5. Applicants' perceptions of selection procedures and decisions: a critical review and agenda for the future
   Ryan, A · 2000 · Journal of Management

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