Use this URL to cite or link to this record in EThOS: http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.327042
Title: Alternative perspectives on selection : social impact and validation of graduate selection within a multinational oil company.
Author: Cunningham-Snell, Nicole Ann.
ISNI:       0000 0001 3400 4630
Awarding Body: Goldsmiths College (University of London)
Current Institution: Goldsmiths College (University of London)
Date of Award: 1999
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Abstract:
This research investigates varIOUS theoretical perspectives on graduate selection. Four standpoints are examined: organisational justice in selection, the emergence of the psychological contract, the influence of social moderators on selection predictive validity, and assessment centre construct validity. Two studies were conducted into the graduate selection procedures of a multinational oil company (Shell International). In Study A, applicants were contacted in retrospect and asked about their experiences of the selection process. In Study B, a longitudinal design was employed whereby applicants responded to questionnaires at various time points within the selection process and following four months of employment, In Study B, data were also collected from the organisation, including ratings of applicants' potential at selection and subsequent potential four months post-entry. The results of both studies highlight the dynamic nature of the interaction between potential recruits and the organisation during the selection process. Differences between applicants' prior expectations of procedural justice and their perceptions of reality measured immediately after a selection method, are found to have an impact on several selection outcome variables. The selection decision is found to have a direct impact on applicants' reactions to procedural justice, with unsuccessful applicants having lower perceptions of procedural justice when measured post-, but not pre-communication of the outcome decision. The dynamic nature of the psychological contract is shown from selection to four months post entry, with recruits' perceptions generally becoming more congruent with the organisation's perspective. The results also highlight the potential influence of selection and socialisation moderators of predictive validity. Finally, poor assessment centre construct validity is demonstrated, despite the small number of criteria used and the reasonable predictive validity. Overall, this research illustrates the advantage of conducting integrated research which simultaneously examines multiple perspectives on selection. In conclusion, the original contributions of this research to selection theory, and a number of implications for practice are discussed.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.327042  DOI: Not available
Keywords: Management & business studies Management Psychology
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