The Role of Personality And Test Taking Attitudes on Applicants Perception of Selection Fairness And Organizational Attractiveness

ABSTRACT

The present study aimed at investigating the role of personality and test attitudes on applicants’ perception of selection fairness and organisational attractiveness. The study was conducted among applicants who have been through at least a selection interview process within selected Service organisations in the Greater Accra Region. A sample of 387 respondents were sampled via mixed mode sampling methods (purposive and convenient sampling). Design of the study was a quantitative research approach using a cross-sectional survey method. Applicants reaction was assessed retrospectively using a questionnaire with various standardized measures of the study variables: BigFive personality dimension, Test Attitude Scale, Selection Procedural Justice Scale and Organizational attractiveness measure. Pearson correlation analysis showed a weak significant relationship between agreeableness, conscientiousness, openness, neuroticism and procedural fairness. Hierarchical multiple regression analysis showed that among the five personality dimensions; openness was the only significant predictor of procedural fairness, after controlling for sex, education and gender. Again, personality traits (agreeableness and openness) predicted a significant variance in organisational attractiveness after a standard multiple regression analysis was conducted. Moreover, a hierarchical multiple regression showed that among the nine test attitude dimensions; motivation, test ease, future effect of test and preparation significantly predicted procedural fairness. Also, an investigation of whether demographic variables (gender and age) of applicants differs in their perception of fairness, there was no statistical difference found. Applicants’ did not differ in fairness perception whether they were successful or not in the interview. Implication from the study inform stakeholders such as human resource managers, recruiting agencies and academia on how applicants perceived interview procedures in these selected organisations. The study also addressed the gap in local literature where research in selection has not been from the perspective of the applicants and internationally, contribute to the applicant reaction literature. The discussion highlights the consideration of individual differences in applicant reactions research and selection practice when using interviews.