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Advances in Psychological Science    2013, Vol. 21 Issue (7) : 1317-1330     DOI: 10.3724/SP.J.1042.2013.01317
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A Review of Applicant Reactions in Personnel Selection
BIAN Ran;LIN Peijian;CHE Hongsheng
(Beijing Key Lab of Applied Experimental Psychology, School of Psychology, Beijing Normal University, Beijing 100875, China)
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Abstract  Applicant reactions are the attitudinal or behavioral outcomes resulting from justice perceptions under the selection context. The first recognized theoretical model of applicant reactions comes up with Gilliland’s organizational justice model. After that, heuristic model, updated model and trust model are proposed, leading to a rapid growth in the theory. The measurement of applicant reactions, however, has not been well developed. The major shortfalls include the inconsistency of the measures, the chaos of the measuring structure, and the paucity of reliability and validity research. A few possible directions for future study are propounded in the end of the paper, which are (1) to focus more on the less examined but influential factors in the models, (2) to enrich the cross-cultural research, (3) to shift from the general contexts to the specific ones, and (4) to broaden the research vision by combining the neighboring domains of study.
Keywords applicant reactions      justice perceptions      procedural justice     
Corresponding Authors: LIN Peijian   
Issue Date: 15 July 2013
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BIAN Ran,LIN Peijian,CHE Hongsheng. A Review of Applicant Reactions in Personnel Selection[J]. Advances in Psychological Science, 2013, 21(7): 1317-1330.
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