人事选拔中的应聘者反应研究述评

A Review of Applicant Reactions in Personnel Selection

应聘者反应是个体在选拔情境下由公平知觉导致的一种针对组织的态度或行为后果。应聘者反应的首个理论模型是Gilliland的选拔公正模型,随后,启发模型、整合模型和信任模型相继建立,极大丰富了应聘者反应的理论内涵。然而,应聘者反应的测量明显滞后于理论的发展,主要表现在测量工具不统一、测量结构混乱、信效度研究匮乏等方面。未来的研究方向有:(1)加强现有模型中论证不充分的环节;(2)进一步丰富跨文化研究;(3)从一般性问题向特定情境的研究进行深入;(4)结合跨领域内容,朝着多元化的方向发展。

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.