Personel Seçme Yöntemlerine Karşı Adalet Tepkisi: Türkiye Örneği

Abstract

Mevcut çalışmada, 240 üniversite son sınıf öğrenciden oluşan bir örneklemde, 10 personel seçim yöntemine yönelik adalet tepkileri incelenmiştir. Araştırma bulgularına göre, personel seçim yöntemleri arasında en olumlu değerlendirilen yöntemler; özgeçmişler, iş-örnek testleri, dürüstlük testleri ve yazılı yetenek testleridir. Diğer yandan, kişisel bağlantılar, grafoloji ve kişisel referanslar sırasıyla en olumsuz yöntem olarak tespit edilmiştir. Personel seçim prosedürlerinin bilimsel kanıtları, algılanan geçerliliği ve uygulama fırsatı, süreç uygunluk derecelerini tahmin etmek için en güçlü prosedürel adalet boyutlarıdır. Çalışmanın bulguları, diğer ülkelerde personel seçim yöntemlerine adalet tepkisini belirlemek için benzer metodolojileri kullanan çalışmaların bulguları ile karşılaştırılmıştır. Ayrıca, demografik faktörlerin süreç uygunluğu ve prosedürel boyutlara etkisi tartışılmıştır.

Keywords

• Personel Seçimi,Personel Seçim Yöntemleri,Adalet Tepkisi

Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample

Abstract

The current study examines the fairness reactions to 10 personnel selection methods in a sample consists of 240 Turkish university senior students. According to the findings of the study, interviews were the most favorably rated methods among the selection methods, followed by résumés, work-sample tests, honesty tests, and written ability tests. On the contrary, personal contacts, graphology, and personal references were found the least favorable, respectively. Of selection procedures scientific evidence, perceived face validity, and opportunity to perform were the strongest procedural justice dimensions for predicting the process favorability ratings. Findings of the study are compared with the findings of the studies which are using similar methodologies to determine fairness reaction to personnel selection methods in other countries. Also, the impact of demografic factors on process favorability and procedural dimensions were discussed.

Keywords

• Personnel Selection,Personnel Selection Methods,Fairness Reaction

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