Publication Type
Journal Article
Version
acceptedVersion
Publication Date
9-2013
Abstract
Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, and a selection inventory), 5 key candidate reactions (anxiety, motivation, belief in tests, self-efficacy, and procedural justice), 2 contexts (industry and education), 3 continents (North America, South America, and Europe), 2 study designs (predictive and concurrent), and 4 occupational areas (medical, sales, customer service, and technological). Consistent with previous research, candidate reactions were related to test scores, and test scores were related to job performance. Further, there was some evidence that reactions affected performance indirectly through their influence on test scores. Finally, in no cases did candidate reactions affect the prediction of job performance by increasing or decreasing the criterion-related validity of test scores. Implications of these findings and avenues for future research are discussed.
Keywords
Candidate reactions, personnel selection, criterion-related validity, job performance
Discipline
Human Resources Management | Industrial and Organizational Psychology | Organizational Behavior and Theory
Research Areas
Organisational Behaviour and Human Resources
Publication
Journal of Applied Psychology
Volume
98
Issue
5
First Page
701
Last Page
719
ISSN
0021-9010
Identifier
10.1037/a0034089
Publisher
American Psychological Association
Citation
MCCARTHY, Julie; VAN IDDEKINGE, Chad H.; LIEVENS, Filip; KUNG, Mavis Mei-Chuan; SINAR, Evan F.; and CAMPION, Michael A..
Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance. (2013). Journal of Applied Psychology. 98, (5), 701-719.
Available at: https://ink.library.smu.edu.sg/lkcsb_research/5721
Copyright Owner and License
Authors
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Additional URL
https://doi.org/10.1037/a0034089
Included in
Human Resources Management Commons, Industrial and Organizational Psychology Commons, Organizational Behavior and Theory Commons