Procedural justice and organizational staffing: a tale of two paradigms

摘要

This paper proposes that greater attention to procedural fairness can enhance the overall effectiveness of human resource assessment practices. Recent work on the attributes of fair assessment tests is examined. Following this review, we discuss test-taker reactions to a variety of widely used instruments and procedures. Some selection techniques that show acceptable levels of statistical validity are often seen as violating norms of social justice. To alleviate this problem, suggestions for increasing justice are offered. These include (a) substituting a test that is perceived to be unfair with one that is viewed as fair, (b) modifying an existing test to improve fairness perceptions, (c) explaining to or educating the public as to the validity of existing selection devices, and (d) developing composite assessment technologies through various combination strategies.