Araştırma Makalesi
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Personel Seçme Yöntemlerine Karşı Adalet Tepkisi: Türkiye Örneği

Yıl 2019, , 67 - 79, 19.04.2019
https://doi.org/10.18394/iid.425996

Öz

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.

Kaynakça

  • Anderson, N. (2003). Applicant and Recruiter Reactions to New Technology in Selection: A critical review and agenda for future research. International Journal of Selection and Assessment, 11, 121-136.
  • Anderson, N. (2004). Editorial - The Dark Side of the Moon: Applicant Perspectives, Negative Psychological Effects (NPEs), and Candidate Decision Making in Selection. International Journal of Selection and Assessment, 12, 1-8.
  • Anderson, N & Witvliet, C. (2008). Fairness reactions to personnel selection methods: an international comparison between The Netherlands, the United States, France, Spain, Portugal, and Singapore. International Journal of Selection and Assessment, 1, 1-13.
  • Anderson, N., Born, M & Cunningham-Snell, N. (2001). Recruitment and Selection:vApplicant perspectives and outcomes. In: Anderson, N., Ones, D., Sinangil, H. and Viswesvaran, C. (eds), Handbook of Industrial, Work and Organizational Psyclology. Thousand Oaks, CA: Sage, pp. 413-440.
  • Aycan Z., Kanungo, R.N., and Sinha, J.B.P. (1999). Organizational Culture and Human Resource Management: The Model of Cultural Fit. Journal of Cross-Cultural Psychology, 30, 501-526.
  • Bauer, T.N., Truxillo, D.M., Sanchez, R.J., Craig, J.M., Ferrara, P & Campion, M.A. (2001). Applicant Reactions to Selection: Development of the selection procedural justice scale (SPJS). Personnel Psychology, 54, 387 419.
  • Bertolino, M & Steiner, D. D. (2007). Fairness Reactions to Selection Methods: An Italian study. International Journal of Selection and Assessment, 15, 197-205.
  • Brislin, R., Lonner, W & Thorndike R. (1973). Cross-Cultural Research Methods. New York: John Wiley.
  • Chapman, D.S., Uggerslev, K.L., Carroll, S.A., Piasentin, K.A & Jones, D.A. (2005). Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes. Journal of Applied Psychology, 90, 928 - 944.
  • Cohen, J. (1977). Statistical Power Alaysis fort he Behavioral Sciences. New York: Academic Press.
  • Erez, M., (1994). Towards a Model of Cross-cultural I/O Psychology. In, H. C. Triandis, M. D. Dunnette, & L. M. Hough (Eds.) Handbook of Industrial and Organizational Psychology (2nd edition), Vol. 4, (pp. 569-607). Palo Alto, CA: Consulting Psychologists Press.
  • Gilliland, S.W. (1993). The Perceived Fairness of Selection Systems: An organizational justice perspective. Academy of Management Review, 18, 694-734.
  • Gürbüz, S & Bingöl, D. (2007). Çeşitli örgüt yöneticilerinin güç mesafesi, belirsizlikten kaçınma, eril-dişil ve bireyci-toplulukçu kültür boyutlarına yönelik eğilimleri üzerine görgül bir araştırma, Savunma Bilimleri Dergisi, 6, 68-87.
  • Hausknecht, J.P., Day, D.V. & Thomas, S.C. (2004). ApplicantReactions to Selection Procedures: An updated model and meta-analysis. Personnel Psychology, 57, 639-683.
  • Hofstede, G. (1984). Culture's Consequences: International Differences in Work Related Values. (Abridged Edition), Newbury Park: Sage Publications
  • Hofstede, G. (1981). Do American theories apply abroad? A reply to Goodstein and Hunt. Organizational Dynamics, 63-8.
  • Kabasakal, H & Bodur, M., (1998). Leadership, values and institutions: the case of Turkey, Paper presented at Western Academy of Management Conference, Boğaziçi, istanbul.
  • Klingner, Y & Schuler, H. (2004). Improving Participants' Evaluations while Maintaining Validity by a Work Sample: Intelligence test hybrid. International Journal of Selection and Assessment, 12, 120-134.
  • Macan, T.H., Avedon, M.J, Paese, M & Smith, D.E. (1994). The effects of applicants'reactions to cognitive ability tests and an assessment center. Personnel Psychology, 47, 715 - 738.
  • Marcus, B. (1999). Attitudes toward selection methods: A partial replication and extension in a German sample. Unpublished manuscript.
  • Marcus, B. (2003). Attitudes toward Personnel Selection Methods: A partial replication and extension in a German sample. Applied Psychology: An International Review, 52, 515–532.
  • Mert, İ.S. (2003). The relationship between thinking styles and ethical values: An application on university students, Unpublished Doctoral Thesis, Hacettepe University, Ankara.
  • Moscoso, S & Salgado, J.F. (2004). Fairness Reactions to Personnel Selection Techniques in Spain and Portugal. International Journal of Selection and Assessment, 12, 187-196.
  • Newell, S. & Tansley, C. (2001). International uses of selection methods. In, C.L. Coopre and I.T. Robertson (Eds.) International Review of Industrial and Organizational Psychology, Vol. 21, (pp. 195-213). Chischester Wiley: UK.
  • Nikolaou, I. & Judge, T.A. (2007). Fairness Reactions to Personnel Selection Techniques in Greece: The role of core self-evaluations. International Journal of Selection and Assessment, 15, 206-219.
  • Phillips, J.M & Gully, S.M. (2002). Fairness Reactions to Personnel Selection Techniques in Singapore and United States. International Journal of Selection and Assessment, 13, 1186-1205.
  • Ronen, S. (1986). Comparative and Multinational Management, John Wiley And Sons, New York.
  • Ryan, A.M., McFarland, L., Baron, H. & Page, R. (1999). An International Look at Selection Practices: Nation and culture as explanations for variability in practice. Personnel Psychology, 52, 359–391.
  • Ryan, S.L & Ployhart, R.E. (2000). Applicants’ Perceptions of Selection Procedures and Decisions: A critical review and agenda for the future. Journal of Management, 26, 565-606.
  • Rynes, S.L. & Connerly, M.L. (1993). Applicants’ Perceptions of Selection Procedures. Journal of Business and Psychology, 7, 261-272.
  • Steiner, D.D & Gilliland, S.W. (2001). Procedural Justice in Personnel Selection: International and cross-cultural perspective. International Journal of Selection and Assessment, 9, 124–137.
  • Steiner, D. D. & Gilliland, S. W. (1996). Fairness Reactions to Personnel Selection Techniques in France and the United States. Journal of Applied Psychology, 81(2), 134-141.
  • Trompenaars, F & Hampden-Turner, C. (1998). Riding the Waves of Culture. Nicholas Brearley, London.

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

Yıl 2019, , 67 - 79, 19.04.2019
https://doi.org/10.18394/iid.425996

Öz

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.

Kaynakça

  • Anderson, N. (2003). Applicant and Recruiter Reactions to New Technology in Selection: A critical review and agenda for future research. International Journal of Selection and Assessment, 11, 121-136.
  • Anderson, N. (2004). Editorial - The Dark Side of the Moon: Applicant Perspectives, Negative Psychological Effects (NPEs), and Candidate Decision Making in Selection. International Journal of Selection and Assessment, 12, 1-8.
  • Anderson, N & Witvliet, C. (2008). Fairness reactions to personnel selection methods: an international comparison between The Netherlands, the United States, France, Spain, Portugal, and Singapore. International Journal of Selection and Assessment, 1, 1-13.
  • Anderson, N., Born, M & Cunningham-Snell, N. (2001). Recruitment and Selection:vApplicant perspectives and outcomes. In: Anderson, N., Ones, D., Sinangil, H. and Viswesvaran, C. (eds), Handbook of Industrial, Work and Organizational Psyclology. Thousand Oaks, CA: Sage, pp. 413-440.
  • Aycan Z., Kanungo, R.N., and Sinha, J.B.P. (1999). Organizational Culture and Human Resource Management: The Model of Cultural Fit. Journal of Cross-Cultural Psychology, 30, 501-526.
  • Bauer, T.N., Truxillo, D.M., Sanchez, R.J., Craig, J.M., Ferrara, P & Campion, M.A. (2001). Applicant Reactions to Selection: Development of the selection procedural justice scale (SPJS). Personnel Psychology, 54, 387 419.
  • Bertolino, M & Steiner, D. D. (2007). Fairness Reactions to Selection Methods: An Italian study. International Journal of Selection and Assessment, 15, 197-205.
  • Brislin, R., Lonner, W & Thorndike R. (1973). Cross-Cultural Research Methods. New York: John Wiley.
  • Chapman, D.S., Uggerslev, K.L., Carroll, S.A., Piasentin, K.A & Jones, D.A. (2005). Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes. Journal of Applied Psychology, 90, 928 - 944.
  • Cohen, J. (1977). Statistical Power Alaysis fort he Behavioral Sciences. New York: Academic Press.
  • Erez, M., (1994). Towards a Model of Cross-cultural I/O Psychology. In, H. C. Triandis, M. D. Dunnette, & L. M. Hough (Eds.) Handbook of Industrial and Organizational Psychology (2nd edition), Vol. 4, (pp. 569-607). Palo Alto, CA: Consulting Psychologists Press.
  • Gilliland, S.W. (1993). The Perceived Fairness of Selection Systems: An organizational justice perspective. Academy of Management Review, 18, 694-734.
  • Gürbüz, S & Bingöl, D. (2007). Çeşitli örgüt yöneticilerinin güç mesafesi, belirsizlikten kaçınma, eril-dişil ve bireyci-toplulukçu kültür boyutlarına yönelik eğilimleri üzerine görgül bir araştırma, Savunma Bilimleri Dergisi, 6, 68-87.
  • Hausknecht, J.P., Day, D.V. & Thomas, S.C. (2004). ApplicantReactions to Selection Procedures: An updated model and meta-analysis. Personnel Psychology, 57, 639-683.
  • Hofstede, G. (1984). Culture's Consequences: International Differences in Work Related Values. (Abridged Edition), Newbury Park: Sage Publications
  • Hofstede, G. (1981). Do American theories apply abroad? A reply to Goodstein and Hunt. Organizational Dynamics, 63-8.
  • Kabasakal, H & Bodur, M., (1998). Leadership, values and institutions: the case of Turkey, Paper presented at Western Academy of Management Conference, Boğaziçi, istanbul.
  • Klingner, Y & Schuler, H. (2004). Improving Participants' Evaluations while Maintaining Validity by a Work Sample: Intelligence test hybrid. International Journal of Selection and Assessment, 12, 120-134.
  • Macan, T.H., Avedon, M.J, Paese, M & Smith, D.E. (1994). The effects of applicants'reactions to cognitive ability tests and an assessment center. Personnel Psychology, 47, 715 - 738.
  • Marcus, B. (1999). Attitudes toward selection methods: A partial replication and extension in a German sample. Unpublished manuscript.
  • Marcus, B. (2003). Attitudes toward Personnel Selection Methods: A partial replication and extension in a German sample. Applied Psychology: An International Review, 52, 515–532.
  • Mert, İ.S. (2003). The relationship between thinking styles and ethical values: An application on university students, Unpublished Doctoral Thesis, Hacettepe University, Ankara.
  • Moscoso, S & Salgado, J.F. (2004). Fairness Reactions to Personnel Selection Techniques in Spain and Portugal. International Journal of Selection and Assessment, 12, 187-196.
  • Newell, S. & Tansley, C. (2001). International uses of selection methods. In, C.L. Coopre and I.T. Robertson (Eds.) International Review of Industrial and Organizational Psychology, Vol. 21, (pp. 195-213). Chischester Wiley: UK.
  • Nikolaou, I. & Judge, T.A. (2007). Fairness Reactions to Personnel Selection Techniques in Greece: The role of core self-evaluations. International Journal of Selection and Assessment, 15, 206-219.
  • Phillips, J.M & Gully, S.M. (2002). Fairness Reactions to Personnel Selection Techniques in Singapore and United States. International Journal of Selection and Assessment, 13, 1186-1205.
  • Ronen, S. (1986). Comparative and Multinational Management, John Wiley And Sons, New York.
  • Ryan, A.M., McFarland, L., Baron, H. & Page, R. (1999). An International Look at Selection Practices: Nation and culture as explanations for variability in practice. Personnel Psychology, 52, 359–391.
  • Ryan, S.L & Ployhart, R.E. (2000). Applicants’ Perceptions of Selection Procedures and Decisions: A critical review and agenda for the future. Journal of Management, 26, 565-606.
  • Rynes, S.L. & Connerly, M.L. (1993). Applicants’ Perceptions of Selection Procedures. Journal of Business and Psychology, 7, 261-272.
  • Steiner, D.D & Gilliland, S.W. (2001). Procedural Justice in Personnel Selection: International and cross-cultural perspective. International Journal of Selection and Assessment, 9, 124–137.
  • Steiner, D. D. & Gilliland, S. W. (1996). Fairness Reactions to Personnel Selection Techniques in France and the United States. Journal of Applied Psychology, 81(2), 134-141.
  • Trompenaars, F & Hampden-Turner, C. (1998). Riding the Waves of Culture. Nicholas Brearley, London.
Toplam 33 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular Psikolojide Davranış-Kişilik Değerlendirmesi, İşletme
Bölüm Makaleler
Yazarlar

İbrahim Sani Mert 0000-0002-2850-1865

Sait Gürbüz 0000-0001-7817-9141

Yayımlanma Tarihi 19 Nisan 2019
Gönderilme Tarihi 22 Mayıs 2018
Kabul Tarihi 27 Şubat 2019
Yayımlandığı Sayı Yıl 2019

Kaynak Göster

APA Mert, İ. S., & Gürbüz, S. (2019). Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample. İş Ve İnsan Dergisi, 6(1), 67-79. https://doi.org/10.18394/iid.425996
AMA Mert İS, Gürbüz S. Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample. İİD. Nisan 2019;6(1):67-79. doi:10.18394/iid.425996
Chicago Mert, İbrahim Sani, ve Sait Gürbüz. “Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample”. İş Ve İnsan Dergisi 6, sy. 1 (Nisan 2019): 67-79. https://doi.org/10.18394/iid.425996.
EndNote Mert İS, Gürbüz S (01 Nisan 2019) Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample. İş ve İnsan Dergisi 6 1 67–79.
IEEE İ. S. Mert ve S. Gürbüz, “Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample”, İİD, c. 6, sy. 1, ss. 67–79, 2019, doi: 10.18394/iid.425996.
ISNAD Mert, İbrahim Sani - Gürbüz, Sait. “Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample”. İş ve İnsan Dergisi 6/1 (Nisan 2019), 67-79. https://doi.org/10.18394/iid.425996.
JAMA Mert İS, Gürbüz S. Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample. İİD. 2019;6:67–79.
MLA Mert, İbrahim Sani ve Sait Gürbüz. “Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample”. İş Ve İnsan Dergisi, c. 6, sy. 1, 2019, ss. 67-79, doi:10.18394/iid.425996.
Vancouver Mert İS, Gürbüz S. Fairness Reactions to Personnel Selection Methods: A Field Study in the Turkish Sample. İİD. 2019;6(1):67-79.

 

 

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