The Perceived Fairness of Selection Systems: An Organizational Justice Perspective

Gilliland, Stephen W.

doi:10.2307/258595

Cited by 1,185Employer Branding and e-HRMJob Satisfaction and Organizational BehaviorSocial and Intergroup Psychology

The Perceived Fairness of Selection Systems: An Organizational Justice Perspective

Gilliland, Stephen W.·1993·The Academy of Management Review

DOI 10.2307/258595

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Abstract

A justice model of applicants' reactions to employment-selection systems is proposed as a basis for organizing previous findings and guiding future research. Organizational justice literature is briefly reviewed, and key findings are used to provide a framework for the proposed model and to support hypotheses. The procedural justice of selection systems is examined in terms of 10 procedural rules, wherein the satisfaction and violation of these rules provide the basis for fairness reactions. Distributive justice of hiring decisions is examined with respect to equity, equality, and needs. The model also includes the interaction of procedural and distributive justice and the relationship of fairness reactions to individual and organizational outcomes.

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The Importance of Organizational Justice in Personnel Selection: Defining When Selection Fairness Really Matters
Truxillo, D. M., Steiner, D. D., & Gilliland, S. (2004) · International Journal of Selection and Assessment · doi:10.1111/j.0965-075x.2004.00262.x · Cited by 158 · see citing works
Self-citation
Applicant reactions and fairness perceptions
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Fairness in Personnel Selection: An Organizational Justice Perspective
Singer, M. (1993) · Cited by 13 · see citing works
Effects of procedural and distributive justice on reactions to a selection system.
Gilliland, S. W. (1994) · Journal of Applied Psychology · doi:10.1037/0021-9010.79.5.691 · Cited by 536 · see citing works
Self-citation
Exploring Applicant Reactions to Selection Processes From an Organizational Justice Perspective
Oliver, D. (1997) · Cited by 2 · see citing works

Authors: Gilliland, S. W.
Affiliations: Louisiana State University (US)
Corresponding author: Gilliland, Stephen W.
Venue: The Academy of Management Review
Publisher: Academy of Management
Published: 1993-10
Volume: 18
Issue: 4
Pages: 694
ISSN: 0363-7425 (ISSN-L)
DOI: 10.2307/258595
OpenAlex: W1969870724
Cited by: 1,185
References: 109
Citations by year: 2026: 54 · 2025: 53 · 2024: 46 · 2023: 52 · 2022: 43 · 2021: 38 · 2020: 53 · 2019: 33 · 2018: 31 · 2017: 53 · 2016: 38 · 2015: 41 · 2014: 48 · 2013: 41 · 2012: 53
FWCI: 18.03
Type: journal article
Language: en
Open access: closed
Locations: Academy of Management Review (publishedVersion)
Topics: Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
Keywords: perceived fairness, organizational justice, procedural justice, distributive justice, applicant reactions, hiring decisions, equity, equality, needs, justice model

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The Perceived Fairness of Selection Systems: An Organizational Justice Perspective

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