Original Research

Comparing fairness perceptions of personnel selection techniques of American, French and South African job applicants

Delene Visser, Angela de Jong
SA Journal of Industrial Psychology | Vol 27, No 2 | a789 | DOI: https://doi.org/10.4102/sajip.v27i2.789 | © 2001 Delene Visser, Angela de Jong | This work is licensed under CC Attribution 4.0
Submitted: 08 December 2001 | Published: 08 December 2001

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Delene Visser, Rand Afrikaans University
Angela de Jong, Rand Afrikaans University

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Abstract

The purpose of the study was to determine whether job applicants' perceptions of commonly used selection procedures vary across nationalities, because a negative impression of prospective employers that use selection techniques that are viewed as unfair, may result. In this study the fairness perceptions of 179 South African employees were compared with results obtained with 142 American and 117 French participants with regard to ten selection techniques using the framework of organisational justice theory.

Opsomming
Die doel van die ondersoek was om te bepaal of werkaansoekers van verskillende nasionaliteite se persepsies van bekende keuringsprosedures verskil. Indien voomemende werkgewers keuringstegnieke wat as onbillik beskou word, gebruik, kan 'n negatiewe beeld van hul organisasies geskep word. In hierdie studie is 179 Suid-Afrikaanse werknemers se persepsies van tien keuringstegnieke binne die raamwerk van organisasiebillikheidsteone vergelyk met persepsies van 142 Amerikaanse en 117 Franse respondente, In die algemeen was die Suid-Afrikaanse Wit groep die positiefste teenoor die keuringstegnieke.


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