• Bradford S Bell, Darin Wiechmann, and Ann Marie Ryan.
• Department of Human Resource Studies, School of Industrial and Labor Relations, Cornell University, Ithaca, NY 14853, USA. bb92@cornell.edu
• J Appl Psychol. 2006 Mar 1; 91 (2): 455-66.

AbstractThis study examined several consequences of applicants' expectations of organizational justice at multiple stages in a selection process. The authors assessed the justice expectations of 1,832 job applicants prior to their participation in a testing process and examined how these expectations influenced their pretest attitudes and intentions as well as their perceptions of the testing process. Results revealed that applicants with higher expectations of justice reported higher levels of pretest motivation and more positive job acceptance and recommendation intentions. Justice expectations were also positively related to applicants' perceptions of justice in the testing process. Results provided some evidence that justice expectations have a moderating influence, such that justice perceptions have a greater influence on applicants' affective and cognitive states when expectations of justice are high. The theoretical and practical implications of these findings are discussed in the context of research on organizational justice and applicant perceptions.

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