Exploring the Construct of Perceived Job Discrimination in Selection

This paper examines the new concept of perceived job discrimination (PJD) and an associated model relating to applicant propensity to case initiation (APCI) in selection. The construct is explored and related concepts and avenues for future research are suggested. In particular we propose potential avenues for further theoretical development including the use of attribution theory and self‐serving bias, the theory of relational demography and we introduce the concept of ‘political validity’ to be considered when evaluating selection practices. We suggest a variety of research design approaches to consider in investigating the PJD construct and associated APCI further.