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Related Experiment Videos

Selection fairness information and applicant reactions: a longitudinal field study.

Donald M Truxillo1, Talya N Bauer, Michael A Campion

  • 1Department of Psychology, Portland State University, Oregon 97207, USA. TruxilloD@pdx.edu

The Journal of Applied Psychology
|February 1, 2003
PubMed
Summary

Selection information impacts police applicant perceptions, particularly fairness for African Americans. However, this information did not influence applicant behavior like turnover in this field study.

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Area of Science:

  • Organizational Psychology
  • Human Resources Management
  • Law Enforcement Selection

Background:

  • Laboratory studies suggest selection information influences applicant perceptions.
  • Field research on the impact of selection information on applicant perceptions and behavior is limited.
  • Understanding these dynamics is crucial for effective police recruitment.

Purpose of the Study:

  • To investigate the relationship between selection information, applicant perceptions (fairness), and behavior (turnover) in a real-world police applicant setting.
  • To examine if selection information moderates the link between outcome favorability, self-efficacy, and perceptions across different racial groups.
  • To determine if laboratory findings on information effects generalize to field settings.

Main Methods:

Related Experiment Videos

  • Longitudinal study of two cohorts of police applicants (N = 274).
  • Measurement of perceived fairness at testing and upon receiving results (1 month later).
  • Analysis of information's effect on perceptions and behavioral outcomes (turnover).

Main Results:

  • Selection information was associated with perceived fairness among applicants.
  • Information moderated the relationship between outcome favorability and test-taking self-efficacy for African American applicants, but not for White applicants.
  • No significant relationship was found between selection information and behavioral measures such as turnover.

Conclusions:

  • Selection information plays a role in perceived procedural justice within police applicant pools.
  • The impact of information on self-efficacy differs across racial groups in field settings.
  • Current findings suggest that while information affects perceptions, its direct impact on applicant behavior (e.g., turnover) in the field may be limited, contrasting some lab-based results.