A Field Study of the Role of Big Five Personality in Applicant Perceptions of Selection Fairness,Self, and the Hiring Organization

Although there is a growing applicant reactions literature, relatively little work has addressed the role of personality in applicant perceptions. Using a sample of actual law enforcement applicants (N=120), we studied the relationship between Big Five personality measured before a written test and applicants' post‐test fairness perceptions, perceptions of themselves, and perceptions of the hiring organization. Personality was related to applicant perceptions after controlling for gender and test score. Personality also accounted for significant variance in self‐perceptions and perceptions of the hiring organization beyond that accounted for by fairness perceptions. Neuroticism and agreeableness were the most consistent predictors of applicant perceptions. Our discussion focuses on the consideration of individual differences in applicant reactions research.     

Cross‐cultural Examination of Applicant Reactions to Selection Methods: United States and Vietnam

The current study explored the differences in applicant reactions to various selection methods in the United States and in Vietnam, an emerging economy that has been generally ignored in the selection and assessment literatures. College students (n = 376) from the United States and Vietnam rated the favorability of 10 selection methods and indicated the bases for their reactions on eight process fairness dimensions. Results showed that interviews and work sample tests were perceived most favorably, while personal contacts and graphology were perceived least favorably in both countries. Face validity of the selection methods was found to be the strongest predictor of process favorability in both countries. In addition, the results indicated substantial differences between the two countries in terms of the perceived interpersonal warmth of selection methods and a perceived employer's right to obtain information using the selection methods. Implications of the findings for multinational corporations and future research directions are discussed.     

Leader-Member Exchange and Employee Creativity: Test of a Multilevel Moderated Mediation Model

Using multisource data, this article examined the relationship of two types of employee perceptions of overall fairness (i.e., fairness of the organization and fairness of the department), with supervisor ratings of in-role task performance and organizational citizenship behaviors (OCB). We also examined whether high-quality leader-member exchange (LMX) relationships compensate for negative effects of fairness on job performance and citizenship behaviors. Focusing on a sample of 154 health care workers, we found that only employee perceptions of overall fairness regarding the department were related to supervisory ratings of OCB and in-role task performance. Moreover, LMX moderated the relationships between fairness perceptions and (a) task performance, (b) organization-focused OCB, but not (c) individual-focused OCB. We discuss implications for research and the potential for reducing negative effects of low fairness perceptions on job performance through positive LMX.     

Drug testing,drug treatment,and marijuana use: a fairness perspective

The authors conducted a random statewide telephone survey of 1,484 individuals to study the relationship between marijuana use (in terms of participants' history of marijuana use) and reactions to drug testing and to study 2 hypothetical drug-treatment policies. Job safety sensitivity was related to perceived fairness of drug testing for the participant's job, and more recent marijuana use was associated with more negative reactions. Safety sensitivity was related to perceived fairness of drug treatment. Organizations with voluntary treatment were more attractive than ones with monitored treatment. Marijuana use interacted with drug treatment policy type in predicting reactions to drug treatment. Results suggest that organizations should consider job and employee characteristics when developing a drug treatment policy.     

The development and validation of the Privacy and Data Security Concerns Scale (PDSCS)

This study describes the development and validation of the Privacy and Data Security Concerns Scale (PDSCS), designed to assess job applicants’ privacy and data security concerns. Validity evidence for the PDSCS was established with four steps including: item generation and content validation, item reduction, confirmatory factor analysis, and construct and criterion validity. Our findings supported the content and proposed factor structure of the nine‐item PDSCS. Specifically, the proposed three‐factor structure (with the subdimensions: Secure connection, inappropriate use of information, and mistrust in employer security practices) as well as a second‐order factor, (termed privacy and data security concerns) were confirmed. Additionally, evidence is presented for the criterion validity of the PDSCS and its subdimensions.     

Patterns of Change in Fairness Perceptions During the Hiring Process

The justice literature, to date, shows that changes in fairness perceptions over time are consequential for job attitudes. However, few studies have been directed at explicating how fairness perceptions change over time or individual differences in patterns of change. The present research attempts to fill this gap by exploring patterns of temporal changes in fairness perceptions toward the selection process during a hiring process and potential determinants for such change. In a 3‐wave longitudinal study of the entire hiring process (pre‐, in‐, and post‐process) using a latent growth mixture modeling approach, different patterns of change in perceived fairness were modeled. In addition, the role of Big Five personality factors to predict classes of temporal patterns was examined. Results suggest that, on average, fairness perceptions declined in a non‐linear way over time, with high initial levels of fairness perception corresponding to a lower rate of decline, and vice versa. Four unique classes of applicants exhibiting different initial scores and growth of fairness perceptions were identified, which were predicted by the personality factors of extraversion, agreeableness, and conscientiousness. Findings are discussed in terms of their implications for fairness theory and future research.     

Prevalence,Detection and Correlates of PTSD in the Primary Care Setting: A Systematic Review

Research suggests that posttraumatic stress disorder (PTSD) is common, debilitating and frequently associated with comorbid health conditions, including poor functioning, and increased health care utilization. This article systematically reviewed the empirical literature on PTSD in primary care settings, focusing on prevalence, detection and correlates. Twenty-seven studies were identified for inclusion. Current PTSD prevalence in primary care patients ranged widely between 2 % to 39 %, with significant heterogeneity in estimates explained by samples with different levels of trauma exposure. Six studies found detection of PTSD by primary care physicians (PCPs) ranged from 0 % to 52 %. Studies examining associations between PTSD and sociodemographic variables yielded equivocal results. High comorbidity was reported between PTSD and other psychiatric disorders including depression and anxiety, and PTSD was associated with functional impairment or disability. Exposure to multiple types of trauma also raised the risk of PTSD. While some studies indicated that primary care patients with PTSD report higher levels of substance and alcohol abuse, somatic symptoms, pain, health complaints, and healthcare utilization, other studies did not find these associations. This review proposes that primary care settings are important for the early detection of PTSD, which can be improved through indicated screening and PCP education.     

Reactions to Organizational Alcohol Testing and Treatment Programs

We used organizational justice theory to explore reactions to employer-sponsored alcohol testing and alcohol treatment policies among a sample (N = 1,777) of the employed public in a western state. Level of alcohol use and safety-sensitivity of the job were related to the perceived fairness of alcohol testing. In addition, voluntary treatment policies were rated more positively than coerced or monitored policies in terms of fairness and organizational attractiveness. Alcohol use moderated the effects of treatment policy on perceived fairness and organizational attractiveness, although the effect sizes were small. These results support the use of organizational justice theory to explain reactions to organizational alcohol testing and treatment and provide a basis for future research in this area.     

Extra‐Role Behavior among Mexican Employees: The Impact of LMX,Group Acceptance,and Job Attitudes

The current field study took place within a Mexican work setting, consisting of 100 white‐collar employees representing a variety of professional job categories. The study investigated the direct effect of the supervisor–employee relationship (leader–member exchange) quality and group acceptance on employees' propensity to engage in activities beyond their formal work roles (extra‐role behavior). The mediating influences of the employees' job satisfaction level and organizational commitment were also taken into consideration when accounting for extra‐role behavior. Results suggest that relationships Mexican employees share with their supervisor have a direct impact on their extra‐role behavior. Social exchange, key to both extra‐role behavior and leader–member exchange, is proposed as the operating mechanism associating the two constructs. Results also indicate that organizational commitment plays a partial mediating role between leader–member exchange and extra‐role behavior.