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Fairness in E-Recruitment: Examining Procedural Justice Perceptions and Job Seekers’ Intentions

Author

Listed:
  • Elena Lo Piccolo

    (Department of Psychology “Renzo Canestrari”, Alma Mater Studiorum, University of Bologna, 40126 Bologna, Italy)

  • Gerardo Petruzziello

    (Department of Psychology “Renzo Canestrari”, Alma Mater Studiorum, University of Bologna, 40126 Bologna, Italy)

  • Rita Chiesa

    (Department of Psychology “Renzo Canestrari”, Alma Mater Studiorum, University of Bologna, 40126 Bologna, Italy)

  • Luca Pietrantoni

    (Department of Psychology “Renzo Canestrari”, Alma Mater Studiorum, University of Bologna, 40126 Bologna, Italy)

  • Marco Giovanni Mariani

    (Department of Psychology “Renzo Canestrari”, Alma Mater Studiorum, University of Bologna, 40126 Bologna, Italy)

Abstract

Corporate websites are crucial in recruitment, as the prospective applicants’ experiences in digital recruitment may influence their intentions. Therefore, understanding how opportunity-to-perform perceptions (OPP) integral to procedural justice experienced by potential applicants while visiting a corporate recruitment website impact their reactions towards the company can be key. This study aims to elucidate the influence of OPP on applicants’ intentions to apply (ITA) via corporate websites. Specifically, it explores the indirect relationship between OPP during recruitment and ITA one month after visiting a company website, mediated by organizational attractiveness and ITA measured immediately after and one week after the website visit. This multi-wave study collected 260 cases from master’s students in psychology who completed a questionnaire across waves. Hypotheses were tested using the PROCESS macro in SPSS. The findings highlighted a serial mediation pathway, wherein the indirect connection between OPP and ITA after one month was mediated through organizational attractiveness, ITA immediately after, and one week after website visits. The results highlight the importance of enhancing procedural justice corporate websites to influence applicants’ perceptions and intentions positively and improve recruitment outcomes. Future research should explore the effect of long-term justice perceptions as a basis for a sustainable employee–employer relationship.

Suggested Citation

  • Elena Lo Piccolo & Gerardo Petruzziello & Rita Chiesa & Luca Pietrantoni & Marco Giovanni Mariani, 2024. "Fairness in E-Recruitment: Examining Procedural Justice Perceptions and Job Seekers’ Intentions," Sustainability, MDPI, vol. 16(18), pages 1-13, September.
    • Handle: RePEc:gam:jsusta:v:16:y:2024:i:18:p:8124-:d:1479987
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    References listed on IDEAS

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    1. Hyung-Woo Lee & Dong-Young Rhee, 2023. "Effects of Organizational Justice on Employee Satisfaction: Integrating the Exchange and the Value-Based Perspectives," Sustainability, MDPI, vol. 15(7), pages 1-15, March.
    2. Viswanath Venkatesh & Fred D. Davis, 2000. "A Theoretical Extension of the Technology Acceptance Model: Four Longitudinal Field Studies," Management Science, INFORMS, vol. 46(2), pages 186-204, February.
    3. Maurer, Steven D. & Liu, Yuping, 2007. "Developing effective e-recruiting websites: Insights for managers from marketers," Business Horizons, Elsevier, vol. 50(4), pages 305-314.
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