Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample

The current study examines the fairness reactions to 10 personnel selection methods in a sample consists of 240 Turkish university senior students. According to the findings of the study, interviews were the most favorably rated methods among the selection methods, followed by résumés, work-sample tests, honesty tests, and written ability tests. On the contrary, personal contacts, graphology, and personal references were found the least favorable, respectively. Of selection procedures scientific evidence, perceived face validity, and opportunity to perform were the strongest procedural justice dimensions for predicting the process favorability ratings. Findings of the study are compared with the findings of the studies which are using similar methodologies to determine fairness reaction to personnel selection methods in other countries. Also, the impact of demografic factors on process favorability and procedural dimensions were discussed