Patterns of change in fairness perceptions during the hiring process: A conceptual replication in a controlled context

摘要

The present paper tackles a problem in the candidate reactions literature: the replicability of results that emerge when using in vivo and in vitro designs. The current study was designed to provide a conceptual replication of a dynamic model of change in fairness perceptions during the hiring process, using a different research design, different measures, and a different sample than the original paper. A sample of 209 participants in a simulated selection process reported their level of perceived fairness three times: before the testing, after the testing, and after the results were communicated. These results support the results of the original that the construction of fairness perceptions declines in a nonlinear way over time, with high initial levels of fairness perception corresponding to a lower rate of decline, and vice versa. Further analysis revealed no change in the individuals' conceptualization of perceived fairness nor any shift in the respondents' use of the measurement scale (i.e., no beta and gamma change were detected).