<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)
| Identifer | oai:union.ndltd.org:mcmaster.ca/oai:macsphere.mcmaster.ca:11375/16807 |
| Date | 12 March 2015 |
| Creators | ABABNEH, KHALDOUN ISMAIL |
| Contributors | HACKETT, RICK D., Business Administration |
| Source Sets | McMaster University |
| Language | English |
| Detected Language | English |
| Type | Thesis |
Page generated in 0.0018 seconds