¿Cómo perciben los candidatos los procesos de selección?: Una aproximación desde el modelo de Justicia Procedimental de Gilliland (1993)

• Autores: Lourdes García-Salmones Fernández, Amparo Osca Segovia
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 20, Nº 2, 2004, págs. 225-248
• Idioma: español
• Títulos paralelos:
  • How do applicants perceive selection processes?: A view from Gilliland’s Procedural Justice Model
• Enlaces
  • Texto completo (pdf)
• Dialnet Métricas: 3 Citas
• Resumen
  • español

    Este artículo analiza la percepción de los procesos de selección por parte de los candi-datos y su relación con una serie de variables sociodemográficas (sexo, edad y nivel for-mativo) y de desarrollo profesional (tiempo de desempleo, valoración de la experiencia,abandono de la búsqueda de empleo, etc.). En concreto, se parte de una versión al caste-llano de la “Escala Justicia Procedimental” que Bauer, Truxillo, Sanchez, Craig, Ferrara y Campion (2001) realizan a partir de las diez reglas de justicia propuestas por Gilliland(1993). Los resultados muestran que los candidatos perciben consistencia en la adminis-tración de las pruebas, una comunicación abierta, un trato adecuadoy una comunicaciónbidireccional, pero peores resultados se observan en la posibilidad de desempeñoy en la oportunidad de reconsiderar los resultados. El nivel formativo está negativamente relacionado con la valoración del proceso, sin embargo la edad y el tiempo de desempleo nolo están. En contra de los esperado, ser seleccionado o no tras el proceso, no influye en lapercepción de justicia, sin embargo, entre los seleccionados el factor relación de las pruebas con el puesto de trabajo sí influye en la autoestima tras el proceso de selección. Por último, ninguno de los factores de Gilliland explican ni la valoración del proceso de selección, ni la búsqueda de empleo por parte de los candidatos. El artículo propone una seriede recomendaciones acerca de cómo favorecer la percepción que tienen los candidatos de los procesos de selección.

  • English

    This paper examines applicant perception of selection processes and its relation on the onehand with a number of sociodemographic variables, including gender, age and education,and on the other hand with career variables such as unemployment time, assessment of experience and to stop looking for a job. The starting point is the Spanish version of the SelectionProcedural Justice Scale by Bauer, Truxillo, Sánchez, Craig, Ferrara and Campion (2001)based in its turn on Gilliland’s (1993) ten procedural justice rules. Results show that applicants perceived consistency in test administration, open communication, fair treatment, and two-way communication. Results were poorer in chance to perform and reconsiderationopportunity. Education is negatively associated with process assessment but age and unemployment time are not. Unexpectedly, being selected or not in the end does not affect justiceperception, although among selected applicants the relationship between tests and job doesinfluence their self-confidence after the selection process. Finally, none of Gilliland’s factor sexplain either applicant assessment of the selection process or his/her looking for a job. Some recommendations are given about how to improve applicant’s perception of selection processes

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