Perceived Job Discrimination: Toward a model of applicant propensity to case initiation in selection

This paper develops and proposes the novel concept of perceived job discrimination (PJD) and a conceptual model of applicant propensity to case initiation (APCI) in employee selection. Distinguishing PJD from actual job discrimination (AJD) as traditionally viewed in selection, this paper puts forward a definition of PJD that emphasizes perceived unfair treatment and violations of the (pre‐)employment psychological contract. Differences between AJD and PJD are highlighted and a number of crucial situational features and measurement imperatives noted for PJD to be deemed to have occurred. Extending this construct, a detailed model of APCI is proposed specifying the key inputs, processes, and outcomes of applicant complaint and case initiation for unfair discrimination. Both concepts are argued to be relevant regardless of country‐specific legal requirements governing AJD. Future directions for research and selection practices in both PJD and APCI are noted throughout the paper.