Students Screening Process A Sense Of Fairness Scale Revision And Application

This paper contains three studies. In study 1, Selection Procedural Justice Scale was revised; the relationship among selection procedural justice, organizational attraction and recommendation intention were examined. The application of the Selection Procedural Justice Scale was demonstrated in study 2 and study 3, by using simulation recruitment scenarios.In study 1, by translating the scales from literature and collecting the items through open-ended questionnaires, the Selection Procedural Justice Scale was composed. Explorotory Factor Analysis was conducted based on the data collected among 265 students who were hunting for job and a six-factor structure was obtained. The six factors were named"acceptance treatment","predictive effects of test","feedback","appropriateness of test","opportunity to recheck", and"convenience of application". The revised scale had accredited reliability and validity. The selection procedural justice had significant positive relationship with both organizational attraction and recommendation intention.In study 2, experimental research was conducted to examine the effects of"acceptance treatment"and"feedback"on attraction of organizations among 126 college student volunteers, by using the simulation recruitment scenarios. The results showed that the main effects of the two independent variables were both significant: Better acceptance treatment or feedback resulted in higher attraction of organizations. An interaction was also found between the two independent variables: The effects of treatment on attraction of organizations were stronger in giving feedback condition than not giving feedback condition.In study 3, experimental research was conducted to examine the effects of"appropriateness of test"and"feedback"on attraction of organizations among 140 college student volunteers, by using the simulation recruitment scenarios. Interaction effects were found between the two independent variables: When the questions in interview were related to the job, and the decisions were explained well, participants perceived higher procedural justice and organizational attractiveness. But when the questions in interview were not related to the job, more explanation reduced the perception of procedural justice and organizational attraction instead.