甄选程序公平感的来源及其负面溢出效应

如何提升应聘者的公平感、降低拒聘带来的负面溢出效应是招聘实践中亟待解决的问题。基于甄选过程采取纵向研究设计,以416名应届毕业生求职者为样本,分别在应聘前、应聘后结果知晓前和结果知晓后3个时点收集数据,运用层次回归分析方法,考察落选者报复意愿的预测变量、甄选程序公平感的来源及其中介效应。研究结果表明,工作吸引力和雇佣期望对应聘者的甄选程序公平感有显著的正向预测作用,消极情感的预测作用不显著;工作吸引力、甄选程序公平对落选者的报复意愿有显著的负向预测作用,雇佣期望和消极情感对报复意愿有正向预测作用;甄选程序公平的中介效应不显著;良好的工作设计和合理公平的招聘过程有助于降低招聘的负面溢出效应。

Antecedents and Negative Spillover Effect of Selection Procedural Justice

It is a critical practical issue to explore how to promote applicants′justice and reduce the negative spillover effects of rejection.This study explored the predictors of selection procedural justice and retaliatory intention of rejecters,and the mediation effect of selection procedural justice.Data has been collected from 416 graduate job seekers with a longitudinal questionnaire survey design in three time point: before selection,after selection but not known result,and after known result.Hierarchical regression analysis revealed that: Job attractiveness and hiring expectancy predicted selection procedural justice perception of job seekers significantly,whereas negative affection was not supported;Job attractiveness and selection procedural justice exerted negative influence on retaliatory intention of rejecters,while hiring expectancy and negative affection had positive influence;the mediation effect of selection procedural justice was not supported.The result implied that appropriate job design and sound selection process would reduce the negative spillover effects of recruitment.