¿La Justicia en Selección Predice las Intenciones de los Candidatos?

• Autores: Amparo Osca Segovia, Blanca López Araujo
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 25, Nº 3, 2009, págs. 219-229
• Idioma: español
• DOI: 10.4321/s1576-59622009000300003
• Enlaces
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• Dialnet Métricas: 3 Citas
• Resumen
  • español

    El estudio analiza las relaciones entre la justicia en selección de personal y las intenciones respecto a la empresa/organización. Para ello se consultó a 261 candidatos reales después de conocer los resultados de un proceso de selección. Se analiza la justicia en los procedimientos, las interacciones y la información así como las intenciones de recomendar la organización, de adquirir sus productos y de iniciar acciones legales. En línea con lo hipotetizado, el resultado de la selección influye en las percepciones de justicia, en las intenciones respecto a la organización y en la intención de adquirir sus productos. Los resultados de las ecuaciones de regresión jerárquica muestran diferencias entre hombres y mujeres. A las mujeres les influye sobre todo la justicia en los procedimientos y a los hombres la justicia en las interacciones y en la información. Se discuten las implicaciones de los resultados para la investigación y la práctica profesional.

  • English

    The study examines the relationship between justice in personnel selection and the intentions regarding the organization. A total of 261 applicants were surveyed after the selection results were known. A questionnaire was used to measure procedural, interactional and informational justice as well as the intention to recommend the organization, the intention to purchase its products and the intention to pursue legal action. According with ours hypothesis the results of the selection influences in perceptions of justice, in intentions to recommend the organization to others and intentions to purchase its products. Hierarchical regression models calculated to test the hypothesized effects, indicated differences between men and women. For women procedural justice predicted intention towards the organization and for men the significant predictors are interactional justice and informational justice. We discuss the implications of the findings for research and professional practice.

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