How To Stay Untapped From Hidden Traps? A Quantitative Study Of Impact Of Fashion Consciousness, Materialism And Physical Appearance Evaluation Investment Bias On Organizational Justice From Recruitment Perspective

This quantitative research study investigates the influence of fashion consciousness, materialism, and physical appearance evaluation bias on organizational justice within the context of recruitment processes. Drawing upon the framework of Psychological Contract Theory, the study utilizes a sample of 400 employees to explore the relationships among these variables and their impact on perceptions of fairness during the hiring process. Data for this research were gathered through a self-reporting survey employing a convenient sampling technique. Statistical analysis using SPSS was employed to assess correlations and predict the effects of these factors on organizational justice. The study's results yield insights into how attributes such as fashion consciousness and materialism may shape recruitment practices and how biases associated with physical appearance can influence perceptions of fairness in the workplace. These findings carry implications for future recruitment strategies and organizational policies, aiming to promote fairness and equity within the workplace. Furthermore, this research contributes to the evolving body of knowledge in the domains of organizational psychology and human resource management, emphasizing the significance of fostering a recruitment environment aligned with principles of fairness and justice to enhance overall organizational effectiveness and employee satisfaction.