Individual Differences in Applicant Reactions : A Job-Search Perspective

This study used three variables from a self-regulatory job-search framework to investigate individual differences in the relationship between applicants' perceived procedural fairness of selection tests and job-pursuit intentions. Employment commitment, job-search self-efficacy, and motivational control were hypothesized to moderate the procedural fairness - job-pursuit intentions relationship while controlling for pretest attitudes and perceived performance. Applicants (N=291) for entry-level clerical jobs with large federal agencies completed pretest and posttest surveys. Results suggested that only job-search self-efficacy and motivational control moderated the relationship between perceived procedural fairness and job-pursuit intentions. The relationship was stronger for applicants with higher levels of job-search self-efficacy and lower levels of motivational control