The Relationship Between Applicant Reactions, the Likelihood of Complaints, and Organization Attractiveness

This study examined the effect of applicants' reactions to selection measures on complaint intentions and perceptions of organizational attractiveness. Despite recent challenges to selection tests for invasion of privacy, limited research has examined the link between specific reactions and potential legal challenges. As predicted, perceived invasiveness was significantly related to perceived likelihood of complaints for three selection measures. Further, perceived job relatedness was negatively related to likelihood of complaints for a test battery and a math test, but not for an integrity test. On the other hand, neither job relatedness nor invasiveness was significantly related to organizational attractiveness for any of the tests. Limitations and implications for future research are discussed.     

Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI-supported selection on applicant responses

Despite the increasing popularity of AI-supported selection tools, knowledge about the actions that can be taken by organizations to increase AI acceptance is still in its infancy, even though multiple studies point out that applicants react negatively to the implementation of AI-supported selection tools. Therefore, this study investigates ways to alter applicant reactions to AI-supported selection. Using a scenario-based between-subject design with participants from the working population (N = 200), we varied the information provided by the organization about the reasons for using an AI-supported selection process (no additional information vs. written information vs. video information) in comparison to a human selection process. Results show that the use of AI without information and with written information decreased perceived fairness, personableness perception, and increased emotional creepiness. In turn, perceived fairness, personableness perceptions, and emotional creepiness mediated the association between an AI-supported selection process, organizational attractiveness, and the intention to further proceed with the selection process. Moreover, results did not differ for applicants who were provided video explanations of the benefits of AI-supported selection tools and those who participated in an actual human selection process. Important implications for research and practice are discussed.     

人事选拔中的应聘者反应研究述评

应聘者反应是个体在选拔情境下由公平知觉导致的一种针对组织的态度或行为后果.应聘者反应的首个理论模型是Gilliland的选拔公正模型,随后,启发模型、整合模型和信任模型相继建立,极大丰富了应聘者反应的理论内涵.然而,应聘者反应的测量明显滞后于理论的发展,主要表现在测量工具不统一、测量结构混乱、信效度研究匮乏等方面.未来的研究方向有:(1)加强现有模型中论证不充分的环节;(2)进一步丰富跨文化研究;(3)从一般性问题向特定情境的研究进行深入;(4)结合跨领域内容,朝着多元化的方向发展.     

APPLICANT REACTIONS TO PRE-EMPLOYMENT APPLICATION BLANKS: A LEGAL AND PROCEDURAL JUSTICE PERSPECTIVE

The current research investigated applicant reactions derived from common application blanks. Previous work has found applications to be riddled with legally inadvisable items, but limited research has attempted to understand how such items might affect applicants. By using organizational justice theory as a framework, two studies examined applicant reactions from two application blanks: a legally advisable application and a legally problematic application. It was found that applicants completing the legally problematic application had lower perceptions of justice and expressed higher litigation intentions compared to those completing the legally advisable application, especially for those that were rejected without an explanation.

面试中的AIM问题及改进对策

面试、尤其是结构化面试是企业、政府机关及一些非盈利性组织选拔人才的最常用的工具。随着应聘者的面试经验增加,面试选拔优秀人才的难度也在增加。本文借鉴国外“印象控制”（AIM）概念,就如何克服主试者的主观偏见、第一印象偏见、次序对比偏见等面试误差、提高面试的信度和效度作了探索。     

Effects of discriminatory interview questions and gender on applicant reactions

Justice and signalling theory were used to explain the effects of discriminatory interview questions on applicant reactions. Participants were randomly assigned to a hypothetical interview condition with four, two or no discriminatory questions. Discriminatory questions had a significant negative effect on participant’s reactions to the interview and interviewer; perceptions of employee treatment; and intentions to pursue employment, accept a job offer, and recommend the organization to others. Participants also responded less favorably to a female interviewer, and female interviewees reported more negative perceptions. In addition, a sequential model was supported in which discriminatory questions had a negative effect on reactions toward the interview and interviewer; reactions were positively related to organizational attractiveness; and organizational attractiveness was positively related to intentions to pursue employment, accept a job offer, and recommend the organization.     

经阴道超声检查的医学伦理学思考

经阴道超声（transvaginal ultrasound,TVS）检查是妇产科的一项重要检查技术,应坚持将患者的利益放在首位。在检查前应首先充分告知患者检查的必要性、安全性,让患者理解,并征得其同意,检查时应注意保护患者的隐私,检查后不泄露患者的秘密,全心全意为患者服务,真正做到以患者为中心,共建和谐医院、和谐社会。     

领导非工作时间电子通信预期影响下属工作绩效的多路径模型

领导预期下属非工作时间随时保持联系、并且及时回复工作信息已成为当下数字经济时代中的职场新常态。文章基于资源保存理论, 构建领导非工作时间电子通信预期(After-hours electronic communication expectations, AECE)影响下属工作绩效的多路径模型。通过实验研究, 以及多时点、多来源的问卷调查研究, 结果发现：(1)在资源获益路径, 领导AECE会通过增强下属组织自尊, 提升工作绩效; (2)在资源损耗路径, 领导AECE会增加下属的压力感知; (3)在资源威胁路径, 领导AECE会引发下属的名声担忧, 进而降低工作绩效; (4)自我领导调节资源威胁路径, 即当下属自我领导水平较高时, 领导AECE通过名声担忧降低工作绩效的间接效应被削弱。整合的理论框架为解释领导AECE对下属工作绩效的复杂影响提供更全面的解释, 这不仅丰富了AECE相关文献, 拓展了资源保存理论在数字经济管理背景下的应用, 同时也为“随时待命”这一职场新常态提供管理实践启示。     

Ethics, Academic Freedom and Academic Tenure

Universities can and have existed without academic freedom and academic tenure. But academic freedom is necessary for a university dedicated to the pursuit of knowledge in a democratic society. Both academic freedom and academic tenure are not only rights but also carry with them moral obligations. Furthermore academic tenure is the best defense of academic freedom that American universities have found. Academic tenure can be successfully defended from the many contemporary attacks to which it is being subjected only insofar as it is necessary to defend academic freedom, and only if all involved in the system of tenure observe the ethical requirements that the system demands.