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Les perceptions de justice et de discrimination des candidats face à des questions inappropriées au recrutement

Abstract : Applicants’ reaction research has mostly focused on fairness perceptions, but several researchers encourage the study of perceived job discrimination during the selection process, as well as specific consequences of that discrimination. In order to create a situation in which discrimination was possible, we studied the effects of inappropriate job interview questions related to a stigma on fairness and discrimination perceptions as well their impact on the recruiters’ and the organization’s image. In four studies, we observed that inappropriate job interview questions violated several procedural justice rules, and not only the propriety of questions rule. Inappropriate questions negatively affected applicants’ judgements of the recruiter’s competence and morality (study 2), as well as their likelihood of litigating, but not their intention to persist in the hiring process, to reapply, or to recommend the organization (study 3). We identified several factors, such as stigma consciousness and perceived legitimacy of the selection criterion, that are related to discrimination and justice perceptions. Furthermore, inappropriate questions can be interpreted to be asked with intentions other than those of discrimination. Hence the tendency of individuals to minimize and even legitimize indications of discrimination can explain the persistence of inappropriate job interview questions.
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Tania Ocana. Les perceptions de justice et de discrimination des candidats face à des questions inappropriées au recrutement. Psychologie. Université Côte d'Azur, 2017. Français. ⟨NNT : 2017AZUR2047⟩. ⟨tel-01743813⟩

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