The procedural and interpersonal justice of automated application and resume screening
Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers (N = 360) were randomly assigned to read one of six vignettes describing a job application scenario o...
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| Published in | International journal of selection and assessment Vol. 29; no. 2; pp. 139 - 153 |
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| Main Authors | , , |
| Format | Journal Article |
| Language | English |
| Published |
Oxford
Blackwell Publishing Ltd
01.06.2021
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| Abstract | Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers (N = 360) were randomly assigned to read one of six vignettes describing a job application scenario of either a traditionally administered or algorithmically administered screening procedure with an outcome favorability of acceptance, rejection, or unknown. They then rated procedural and interpersonal justice across eight dimensions. A MANOVA and follow‐up univariate ANOVAs indicated that automated screening was rated lower on job relatedness‐predictive, job relatedness‐content, opportunity to perform, reconsideration opportunity, treatment, two‐way communication, and propriety of questions, and higher on consistency. The interaction between screening procedure and outcome favorability showed mixed results. |
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| AbstractList | Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers (N = 360) were randomly assigned to read one of six vignettes describing a job application scenario of either a traditionally administered or algorithmically administered screening procedure with an outcome favorability of acceptance, rejection, or unknown. They then rated procedural and interpersonal justice across eight dimensions. A MANOVA and follow‐up univariate ANOVAs indicated that automated screening was rated lower on job relatedness‐predictive, job relatedness‐content, opportunity to perform, reconsideration opportunity, treatment, two‐way communication, and propriety of questions, and higher on consistency. The interaction between screening procedure and outcome favorability showed mixed results. Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers ( N = 360) were randomly assigned to read one of six vignettes describing a job application scenario of either a traditionally administered or algorithmically administered screening procedure with an outcome favorability of acceptance, rejection, or unknown. They then rated procedural and interpersonal justice across eight dimensions. A MANOVA and follow‐up univariate ANOVAs indicated that automated screening was rated lower on job relatedness‐predictive, job relatedness‐content, opportunity to perform, reconsideration opportunity, treatment, two‐way communication, and propriety of questions, and higher on consistency. The interaction between screening procedure and outcome favorability showed mixed results. Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers (N = 360) were randomly assigned to read one of six vignettes describing a job application scenario of either a traditionally administered or algorithmically administered screening procedure with an outcome favorability of acceptance, rejection, or unknown. They then rated procedural and interpersonal justice across eight dimensions. A MANOVA and follow‐up univariate ANOVAs indicated that automated screening was rated lower on job relatedness‐predictive, job relatedness‐content, opportunity to perform, reconsideration opportunity, treatment, two‐way communication, and propriety of questions, and higher on consistency. The interaction between screening procedure and outcome favorability showed mixed results. |
| Author | Craig, S. Bartholomew Noble, Sean M. Foster, Lori L. |
| Author_xml | – sequence: 1 givenname: Sean M. orcidid: 0000-0003-0967-2324 surname: Noble fullname: Noble, Sean M. email: smnoble2@ncsu.edu organization: North Carolina State University – sequence: 2 givenname: Lori L. surname: Foster fullname: Foster, Lori L. organization: North Carolina State University – sequence: 3 givenname: S. Bartholomew surname: Craig fullname: Craig, S. Bartholomew organization: North Carolina State University |
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| Cites_doi | 10.25035/pad.2019.03.005 10.1111/j.1744-6570.2001.tb00097.x 10.1016/S0749-5978(02)00531-9 10.1111/ijsa.12306 10.1093/oxfordhb/9780199928309.013.0016 10.1037/a0028085 10.1027/1866-5888/a000258 10.1037/xge0000033 10.1017/iop.2016.6 10.5465/annals.2018.0057 10.1111/j.1475-682X.1964.tb00583.x 10.1037/0022-3514.80.6.931 10.1177/0018720811417254 10.2307/258792 10.1023/A:1022974232557 10.1177/0001839216639577 10.1007/s10869-013-9333-6 10.1080/10705519909540118 10.1177/1059601115617665 10.4324/9781315742175 10.1037/0021-9010.87.6.1020 10.1006/obhd.2001.2958 10.1038/466029a 10.1007/s10869-013-9304-y 10.1177/2053951718756684 10.1073/pnas.1816076116 10.1146/annurev-orgpsych-032414-111457 10.1016/j.heliyon.2020.e04572 10.2307/258595 10.1111/j.1468-2389.2007.00382.x 10.1111/j.1744-6570.2004.00003.x 10.1037/0033-2909.120.2.189 10.1093/jla/laz001 |
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| SubjectTerms | algorithmic hiring artificial intelligence Automation HR technology interpersonal justice procedural justice resume and application screening |
| Title | The procedural and interpersonal justice of automated application and resume screening |
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