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

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References

1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS8,686 cited
1992The development of markers for the Big-Five factor structure.5,506 cited
2002Five-factor model of personality and job satisfaction: A meta-analysis.2,161 cited
1994Mini-Markers: A Brief Version of Goldberg's Unipolar Big-Five Markers1,706 cited
1993The Perceived Fairness of Selection Systems: An Organizational Justice Perspective1,182 cited
1993The social side of fairness: Interpersonal and informational classes of organizational justice.971 cited
1993Justice in the workplace: approaching fairness in human resource management868 cited
2004Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis816 cited
1993Extraversion and neuroticism as predictors fo objective life events: A longitudinal analysis.534 cited
1993Extraversion and neuroticism as predictors of objective life events: A longitudinal analysis.504 cited
2000Applicants' perceptions of selection procedures and decisions: a critical review and agenda for the future481 cited
2001APPLICANT REACTIONS TO SELECTION: DEVELOPMENT OF THE SELECTION PROCEDURAL JUSTICE SCALE (SPJS)414 cited
1996Fairness reactions to personnel selection techniques in France and the United States.287 cited
1994The Role of Human Resource Systems in Job Applicant Decision Processes

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276 cited

1997Reactions to cognitive ability tests: The relationships between race, test performance, face validity perceptions, and test-taking motivation.273 cited

1998Longitudinal assessment of applicant reactions to employment testing and test outcome feedback.256 cited

Cited by

2010How similar are personality scales of the “same” construct? A meta-analytic investigation139 cited
2020Are applicants in favor of traditional or gamified assessment methods? Exploring applicant reactions towards a gamified selection method65 cited
2012Work Motivation: Theory, Practice, and Future Directions58 cited
2008Not much more than platitudes? A critical look at the utility of applicant reactions research56 cited
2017Employee conscientiousness, agreeableness, and supervisor justice rule compliance: A three-study investigation.55 cited
2009Applicant Perspectives in Selection: Going beyond preference reactions53 cited
2010Applicant reactions to organizations and selection systems.49 cited
2015Implications of a changing workforce and workplace for justice perceptions and expectations41 cited
2012E-recruiting and fairness: the applicant’s point of view35 cited
2012Applicant Reactions to Testing and Selection34 cited
2009The Moderating Effect of Personality on Employees’ Reactions to Procedural Fairness and Outcome Favorability34 cited
2018Fairness Reactions to the Employment Interview27 cited
2019Applicant Reactions in Employee Recruitment and Selection20 cited
2007Staffing practices in the private sector in Sri Lanka19 cited
2014Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center18 cited
2021The dashang feature in social media: a personality and justice theory perspective12 cited