Nomothetic and Idiographic Approaches to the Study of Dynamics in Applicant Fairness Perceptions
Final Report Abstract
Over the past three decades, research on organizational justice has investigated the conditions and effects of fair and unfair treatment on psychological processes and behaviors. In the context of personnel selection, fairness is crucial for applicants' perceptions. Previous studies have often regarded fairness perception as a rather static construct, neglecting its dynamic nature. However, changes in the perception of fairness play an important role, for example with regard to applicant reactions. Therefore, the overarching goal of this project was to adopt a dynamic perspective and to examine changes in applicants' fairness perceptions over time using a two-fold approach. The first objective of the project was to apply a nomothetic approach and to meta-analytically synthesize existing research on changes in applicants' fairness perceptions. The study aimed to provide evidence for average changes and various types of changes in fairness perceptions, and to investigate key mediators and moderators of these changes. The results showed that applicants' fairness perceptions decrease over the course of the selection process, particularly for those with initially high fairness expectations. Unfair treatment led to a significant decline in fairness perceptions between the pre-test (prior to the assessments) and post-test (after the assessments) phases. Contrary to expectations, however, perceptions increased with unfair treatment between the post-test and post-decision (after the decision was given) phases, possibly due to feedback or explanations from the organization. Overall, the findings were quite fragmented, preventing more complex questions about mediators from being addressed. The second objective of the project was to pursue an idiographic approach to investigate fairness perceptions. In an intensive longitudinal design, the second study captured the daily perceptions of actual applicants, differentiating between entity fairness (applicants’ perceived fairness of the organization) and event fairness (applicants’ perceived fairness of the selection process). Three forms of temporal dynamics were identified in both constructs (time trends, reciprocal effects, and inertia) within an overarching model. The model combines the advantages of high-resolution individual-level data simultaneously analyzed based on latent variables. The results confirmed the already nomothetically determined downward trend for both types of fairness, indicating ergodicity. Furthermore, a positive reciprocal relationship between entity fairness and event fairness was observed. Independently, moderate to strong inertia of both constructs was demonstrated. The dual research approach, along with a differentiation between event and entity fairness and an innovative data analysis technique, provided a more comprehensive understanding of the dynamics in applicants' fairness perceptions during a selection process. Practical implications for HR management include the necessity to consider temporal dynamics, set realistic expectations, ensure transparency, maintain consistency, and treat applicants fairly throughout the entire process. These practices can help mitigate decreases in fairness perceptions and improve the efficiency of the selection process.
Publications
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A meta‐analysis of change in applicants' perceptions of fairness. International Journal of Selection and Assessment, 28(4), 365-382.
Konradt, Udo; Oldeweme, Martina; Krys, Sabrina & Otte, Kai‐Philip
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The shape of justice repair. International Journal of Conflict Management, 31(2), 149-173.
Konradt, Udo; Okimoto, Tyler; Garbers, Yvonne & Otte, Kai-Philip
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A Person-Centered Approach to Understanding Endorsement of Restorative Justice in Response to Workplace Mistreatment. Social Justice Research, 35(1), 62-87.
Okimoto, Tyler G.; Konradt, Udo; Krys, Sabrina & Dawson, Niamh
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Applicant fairness perceptions during the selection process: Evidence from an N-of-1 analysis [Poster session]. Society for Ambulatory Assessment Conference, Zurich, Switzerland.
Krys, S. & Konradt, U.
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Reaching a new stage: A time-series analysis of changes in applicant fairness perceptions during the selection process [Conference presentation]. 12. Fachgruppentagung der AOW- und Ingenieurspsychologie, Chemnitz, Germany.
Krys, S. & Konradt, U.
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Losing and Regaining Organizational Attractiveness During the Recruitment Process: A Multiple-Segment Factorial Vignette Study. Revista de Psicología del Trabajo y de las Organizaciones, 38(1), 43-58.
Krys, Sabrina & Konradt, Udo
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Changes in employees' perceived fairness at work: How transformational leadership affects the relation between fairness change, commitment and stress [Conference presentation]. 21st EAWOP Congress, Katowice, Poland.
Ewers, J. & Krys, S.
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How applicants respond to the recruitment process: Unraveling temporal patterns of fairness perceptions
Konradt, U. & Krys, S.
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Do within- and between-person results converge? A cross-level comparison of the Challenge-Hindrance Model of Stress. European Review of Applied Psychology, 74(2), 100890.
Konradt, Udo & Krys, Sabrina
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How applicants respond to the recruitment process: unravelling temporal patterns of fairness perceptions. European Journal of Work and Organizational Psychology, 34(3), 326-338.
Konradt, Udo & Krys, Sabrina
