<p>Drawing upon Applicant-Attribution-Reaction Theory (AART) and research in the area ofjob applicant reactions, this study clarifies and underscores the influence of attributions on job applicant perceptions and behavioural reactions to staffing procedures and decisions. Overall, applicant attributions were influenced by: (a) experiencing a staffing process that satisfies/violates procedural justice rules; (b) receiving a favourable (selected) or unfavourable (rejected) selection outcome; and (c) receiving an explanation for a selection decision. Results further suggest that applicant attributions, influence applicant perceptions and behaviours. Consistent with AART's predictions, process fairness perceptions mediated relationships between applicant attributions and each of organizational perceptions, recommendation intentions, litigation intentions, job acceptance intentions, and reapplication intentions. Theoretical and practical implications for these findings are discussed.</p> / Thesis / Doctor of Philosophy (PhD)

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The diploma thesis deals with used aspects of admission of new staff. Czech labour market is described in brief , including the recent trends in the unemployment rate. The work attends to the process of admission of new staff, variety of methods, mode of choosing and the steps of selection new staff. There is a chapter that deals with strategy and instruments of staff selection, especially CV and interview. The final chapter is dedicated to the question of discrimination in respect to staff selection.