Applicant reactions to rejection: feedback, fairness and attributional style effects

S. Schinkel, D. Dierendonck, van, A. E. M. van Vianen, A.M. Ryan

Research output: Contribution to journalArticleAcademicpeer-review

14 Citations (Scopus)
3 Downloads (Pure)

Abstract

While applicant reactions to selection (un)fairness have often been investigated, less is known about applicants’ attributions and reactions to specific performance feedback. This paper discusses two studies into the influence of fairness perceptions and attributional processing on well-being and organizational perceptions after rejection. In both studies, distributive fairness and attributional style interactively influenced post-rejection well-being, with optimistically attributing individuals showing higher well-being when fairness perceptions were low. In Study 2, performance feedback negatively influenced rejected individuals’ well-being, and influenced the interaction effect of fairness and attributional style. Distributive fairness positively affected post-rejection organizational perceptions. Finally, performance feedback and attributional style interactively influenced post-rejection organizational perceptions. Implications for future research and practice concerning this issue are considered.
Original languageEnglish
Pages (from-to)146-156
Number of pages11
JournalJournal of Personnel Psychology
Volume10
Issue number4
DOIs
Publication statusPublished - 2011

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