In the employment market, organisations compete for human capital, and recruitment and selection practices vary from one organisation to the next. The procedural justice models, as developed by Thibaut and Walker (1975), suggest that people care about fair procedures because fair procedures are expected to lead to fair outcomes. Moreso, Gilliland (1993) suggests that perceptions of procedural justice rules relate to pre-hire and post-hire intentions, self-perceptions, and behaviour and that central to applicants' perceptions of selection procedures are ideas about fairness and justice. Using conjoint analysis, this study essentially examines the effect of procedural justice in the recruitment process and how this impacts on an applicant's motivation when applying for a position of employment. Seven job attributes: remuneration, promotional procedure, nature of work (objective job factors); application procedure, effort in applying (recruitment job factors) and; organisation's image, applicant-organisation fit (subjective job factors) were examined by surveying 277 people mainly from three groups: a school alumni network, an educational institution in Australia and Australian Institute of Management members. The findings were that the relative importance of the attributes 'remuneration' and ‘nature of work' were higher than other attributes, suggesting these two attributes had more impact on people's motivation to apply for an employment opportunity than did the other attributes in the study. However, all of the attributes were important to at least some people. Three distinct cluster groups emerged that were subsequently termed the 'intrinsically' motivated group, the 'procedurally' motivated group and the 'extrinsically' motivated group. The 'procedurally' motivated group that emerged shows that fair procedures do impact positively on an applicant's motivation to apply for a position.
|Publication status||Unpublished - 2010|