THE APPLICATION OF ORGANIZATIONAL JUSTICE THEORIES TO SELECTION FAIRNESS RESEARCH

This paper aims to serve three purposes: (1) to review the literature on organizational justice research, where both theory and research with reference to distributive justice, procedural justice, and interactional justice will be examined, (2) to review the literature on selection fairness which has been so far dominated by psychometric issues of test use in employment selection, and (3) to identify areas in selection fairness to which justice theories can fruitfully be applied. Findings of recent studies on the application of procedural justice theories to managerial selection and the application of outcome justice theories to preferential selection are discussed.