Proceduralna pravičnost pri zaposlovanju v luči teorije psihološke pogodbe

Background and purpose: In recruitment and selection, job applicants do not only base their justice judgment on the actual experience but also compare what happens and what they expect. This study, therefore, investigates ap­plicants’ reaction to procedural justice in recruitment selection through the lens of psychological contract framework. Psychological contract theory highlights the role of expectations, discrepancies between perception and expectation, and perceived contract breach on individual outcomes. Methodology: Two surveys were conducted with job seekers in Vietnam, one before and one after the selection process. Printed questionnaires were administered to job seekers in the first survey, while the second used online survey. Structural Equation Modeling technique was adopted to analyze the data. Results: Data from a sample of 232 job seekers indicated that previous job experience and source of candidates were significantly related to justice expectations. In addition, perceived unmet expectations were found to predict procedural contract breach, which in turn negatively influenced job acceptance intention and recommendation inten­tion. Conclusion: The research highlights the role of unmet justice expectation, the perceived discrepancy between what happened and what was supposed to be, in predicting intention to accept offer and to recommend others. The re­sults suggest that firms should provide updated and official information regarding the selection process to all parties such as internal employees, recruitment agency and job search website to reduce over-expectation. Keywords: Applicants’ reaction, Procedural justice, Expectations, Psychological contract, Job acceptance intention, Recommendation intentionOzadje in namen: Kandidati za zaposlitev svoje ocene pravičnosti izbire ne temeljijo zgolj na dejanskih izkušnjah, temveč tudi primerjajo, kaj se zgodi pri izbiri kandidatov in kaj so pričakovali. Ta študija zato preučuje reakcijo pro­silcev na proceduralno pravičnost pri izbiri kandidatov za zaposlitev skozi prizmo teorije psihološke podobe. Le-ta poudarja vlogo pričakovanj, neskladja med zaznavanjem in pričakovanjem ter zaznano kršitev pogodbe pri posa­meznih izidih. Zasnova / metodologija / pristop: Izvedeni sta bili dve anketi med iskalci zaposlitve v Vietnamu, ena pred izbirnim postopkom in ena po njem. V prvi anketi so iskalci prejeli natisnjene vprašalnike, v drugi pa so izpolnjevali spletno anketo. Za analizo podatkov je bila uporabljena tehnika modeliranja strukturnih enačb. Rezultati: Analiza podatkov, ki so bili zbrani na vzorcu 232 iskalcev zaposlitve kažejo, da so bile prejšnje delovne izkušnje in izvor kandidatov (notranji, zunanji) v veliki meri povezani s pričakovanji glede pravičnosti. Poleg tega je bilo ugotovljeno, da zaznana neizpolnjena pričakovanja napovedujejo kršitev proceduralne pogodbe, kar pa je ne­gativno vplivalo na namen sprejetja zaposlitve in namen priporočila drugim kandidatom. Zaključek: Raziskava poudarja vlogo nezadovoljenega pričakovanja pravičnosti, zaznano neskladje med tem, kar se je zgodilo in tem, kar so pričakovali, pri napovedovanju namere sprejetja ponudbe in priporočanja drugim. Re­zultati kažejo, da bi morala podjetja vsem udeleženim, kot so interni zaposleni, agencija za zaposlovanje in spletno mesto za iskanje zaposlitve, zagotoviti posodobljene in uradne informacije v zvezi z izbirnim postopkom, da zmanj­šajo prevelika pričakovanja. Ključne besede: Reakcija prosilcev, Proceduralna pravičnost, Pričakovanja, Psihološka pogodba, Namen sprejetja dela, Namen priporočil