The Impact of Selection Procedures on Applicant Perceptions of Warmth and Competence
Institution: | Bowling Green State University |
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Department: | Psychology/Industrial-Organizational |
Degree: | MA |
Year: | 2015 |
Keywords: | Psychology; Applicant Reactions; Employee Selection; Warmth; Competence |
Record ID: | 2061204 |
Full text PDF: | http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1429023983 |
Social psychology literature identifies dimensions that individuals form immediate judgment on: warmth and competence. This paper aims to examine how various selection procedures elicit perceptions of warmth and competence from potential employees by signaling organizational traits. Using theory and past research on applicant reactions and selection systems, this study demonstrates the relationship between organizational selection procedures and individual perceptions of organizational warmth and competence. Factorial multivariate analysis of variance testing using data collected from working adults show mixed findings suggesting that certain selection practices, such as contextualization, impact individual perceptions of an organization. Exploratory analyses indicate that individual difference variables, such as the five-factor personality model, may play a role in individual perceptions of organizations. Implications for organizational recruitment and selection systems are discussed.