Stephen W Gilliland

Stephen W Gilliland
The University of Arizona | UA · Eller College of Management

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52
Publications
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4,701
Citations

Publications

Publications (52)
Article
Full-text available
We explored the question of how employees react to the perceived fairness of their manager’s treatment of customers. Current models of third-party justice reactions produce two tenable but mutually exclusive responses to observed manager-customer treatment: Relational affirmation, in which service employees engage customers in ways perceived to be...
Article
Research has shown that pre-hire screening of job applicants with integrity tests may reduce the incidence and size of workers’ compensation claims within an organization. However, we identify two possible confounds in previous research making this link: Job tenure and opportunities to file a claim. In two samples analyzed in the present investigat...
Article
Environmental and individual antecedents of unethical behavior have each received substantial research attention, but the interactions between these two antecedents are less well- understood. Using norm-focus theory and trait activation theory, we argue that enforcement of an ethical code and employee conscientiousness will have interactive effects...
Article
This study is based on a debate about the nature of two intellectual domains, industrial relations (IR) and organizational behavior (OB). Ray Hogler (Colorado State University) argues that the distinguishing feature of IR is its collectivist approach to work and organizations. As OB came to dominate the academic landscape, the research landscape sh...
Article
Service employees sometimes break rules to enhance service quality, however efforts to define and conceptualize these behaviors have resulted in constructs that have proven to be both overlapping and insufficient. In this paper, we organize previous research into pro-customer rule breaking (PCRB) behavior, and introduce the Expression-Attribution m...
Article
Since its introduction over 25 years ago, organizational justice research has consistently received a great deal of attention across the many of the premier scholarly journals in the field of management. Indeed, one could argue that organizational justice is one of the most studied areas of inquiry in the organizational sciences. We seek to unite t...
Article
Applicant reactions to selection and assessment have developed into a theoretically grounded and productive body of research over the past 20 years. Organizational justice theories provide a valuable foundation for much of this research, but important models have also been developed from test motivation and social psychological perspectives. Resear...
Article
Full-text available
We investigated the interactive effects of regulatory focus priming and message framing on the perceived fairness of unfavorable events. We hypothesized that individuals' perceptions of fairness are higher when they receive a regulatory focus prime (promotion versus prevention) that is congruent with the framing of an explanation (gain versus loss)...
Article
Justice experiences are proposed to demonstrate a normal distribution with very fair and very unfair experiences being relatively rare and the majority of experiences in the middle of the distribution. Further, it is the extreme experiences of unfairness and fairness that are most important in shaping behavioral reactions to fairness. The reliance...
Article
Full-text available
Organizational justice has the potential to create powerful benefits for organizations and employees alike. These include greater trust and commitment, improved job performance, more helpful citizenship behaviors, improved customer satisfaction, and diminished conflict. We demonstrate the management of organizational justice with some suggestions f...
Article
This article examines the reluctance of organizations and corporations to offer mediation in employment disputes. According to the article, few decision makers within organizations choose to actively participate in sponsored mediation. Particular focus is given to the evaluations and attitudes of an organizational representative that is responsible...
Article
Applicants' reactions to selection procedures were examined in terms of the satisfaction and/or violation of 10 procedural justice rules. Critical incidents (n= 237) of fair and unfair treatment during selection were collected from 31 individuals who had recently experienced job search and hiring processes. Incidents were categorized into 10 proced...
Article
Full-text available
Recent research has suggested that scores on measures of cognitive ability, measures of Conscientiousness, and interview scores are positively correlated with job performance. There remains, however, a question of incremental validity: To what extent do interviews predict above and beyond cognitive ability and Conscientiousness? This question was a...
Article
Much research on the journal review process has found little consistency among reviewers' evaluations of manuscripts. We propose theoretical explanations for these differences related to gatekeeping and particularism phenomena and generate hypotheses regarding influences on initial editorial decisions. A sample of 823 original submissions to the Jo...
Article
Deux expériences ont évalué les conséquences d’informations portant sur la durée d’attente et d’explications concernant les raisons du délai sur les réactions de clients confrontés à un service remis à plus tard. Dans la première étude, 111 participants ont lu un scénario décrivant une attente dans un cabinet médical. Dans l’autre étude, 87 sujets...
Chapter
Types of Organizational JusticeHow do Perceptions of Fairness Differ across Various HR Functions?Boundary ConditionsImplicationsReferences
Article
The purpose of this paper is to examine the usefulness of the organizational justice approach to applicant reactions. We begin with an overview of the research relating the fairness of selection procedures (“selection fairness”) to individual and organizational outcomes. Next we propose boundary conditions defining when fairness should matter, the...
Article
We present a model to explain the variation that exists in how individuals are treated (e.g., notice and explanation provided) during corporate layoffs. Propensity to treat individuals justly and costs and constraints that limit just treatment in a layoff situation are discussed at the organizational and managerial levels. A survey of human resourc...
Article
We investigated U.S. and Canadian reactions to workplace drug and alcohol testing programs. Canadian truck drivers (n = 183) deemed drug and alcohol testing policies less fair, and were less accepting of these policies, than their American counterparts (n = 153). We also compared the perspectives of recipients versus third-party observers with rega...
Article
Previous research has documented the impact of self--derived expectations as reference points in the evaluation of outcomes (e.g. Ordóñez, Connolly, & Coughlan, 2000; van den Bos et al., 1998). In the present paper we extend these studies by investigating the effects of individuals' performance expectations on their subsequent evaluations of person...
Article
Many organizations have begun to implement drug and alcohol testing programs to screen potential and existing employees for substance abuse in an effort to curb counterproductive behavior at work. Paradoxically, these policies can be seen as unfair and potentially result in counterproductive behavior. The present study investigated whether differen...
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This article considers the relationships between culture and reactions to personnel selection procedures. The limited international research that has examined perceptions of procedural justice of different selection techniques is reviewed. The consistency in reactions and underlying procedural dimensions associated with those reactions is noteworth...
Article
Full-text available
This study investigates antecedents of individuals' commitment to the legal-claiming process. Individuals were surveyed as they entered a district office of the federal Equal Employment Opportunity Commission to file an employment discrimination claim. Respondents' attributions regarding who they blamed for their grievance, the social guidance rece...
Article
Two field studies examined the role of procedural justice in the delivery of services. Waiting time and waiting procedures, two dimensions of procedural justice, and their effects on customers' reactions, were studied. In Study 1, 135 customers of two fast-food restaurants were surveyed about their service experience and perceptions of justice. The...
Article
Explanations in the context of employment rejection letters were studied from the perspective of fairness theory (Folger & Cropanzano, 1998). In 2 scenario-based studies and 1 field experiment, Would Reducing explanations (i.e., explanations detailing qualifications of the individual who received the job), Should Reducing explanations (i.e., explan...
Article
The selection process involves a very difficult balancing act for employers who have to weigh the rights and concerns of applicants, current employees, the organization itself, and society as a whole. Each of these perspectives brings with it its own set of concerns and issues that need to be considered in the broader hiring arena. Applicants asser...
Article
All of us want to be treated fairly, both as employees and customers. Managers must honor several "justice principles" if both their employees and customers are to feel fairly treated. Specifically, for employees, these "justice principles" underlie fair human resource management practices in hiring, performance appraisal, and rewards. Customers ex...
Article
Selection theory typically considers person–job fit as the basis for selecting job applicants. This chapter suggests that selection theory should consider making fit assessments based on person–job fit, person–organization fit, and person–workgroup fit. Knowledge, skills, and abilities should be used to evaluate person–job fit. Values and needs sho...
Article
This research examined the process through which justice evaluations are formed. Using image theory's screening process we hypothesized that a rejection threshold exists with regard to violations of just treatment (e.g., laying off an employee without notice). If the number of violations exceeds the decision-maker's threshold, a negative justice ev...
Article
Based on organizational justice theories, a model of procedural and distributive justice is proposed to explain authors' reactions to editorial decisions and the editorial review process. Authors (n= 106) provided justice perceptions and future journal submission intentions upon receiving an editorial decision letter. The editor provided informatio...
Article
The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students ( N = 259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions...
Article
Traditional approaches to detecting the presence of moderators in meta-analyses involve inferences drawn from the residual variance in criterion-related validities (n) (tfter correctingfor sampling error and statistical artifacts. James. Demaree, Mulaik. and Ladd (1992) argued that these residualized interpretations ofmeta-analytic results may be s...
Article
Procedural and distributive justice were examined in an employee selection situation. Along procedural justice dimensions, job relatedness of and explanation offered for the selection procedures were manipulated. Distributive justice was examined through manipulation of a selection decision and collection of a priori hiring expectations. Dependent...
Article
The influence of alternative labels on decision processes and outcomes were examined in a multidimensional decision task with realistic decision information and experienced decision makers. Based on prior research, it was predicted that labels would influence selection and ratings of decision alternatives, as well as the extent of information searc...
Article
In this paper, we provide a description of the development and pilot test of a computer-based testing procedure for the selection of secretarial applicants. The procedure requires secretaries to learn and use word processing, data base, and electronic message software to complete eight different job-related exercises. The procedure is designed to m...
Article
A justice model of applicants' reactions to employment-selection systems is proposed as a basis for organizing previous findings and guiding future research. Organizational justice literature is briefly reviewed, and key findings are used to provide a framework for the proposed model and to support hypotheses. The procedural justice of selection sy...
Article
Effects of information redundancy on decision behavior were studied using a process tracing decision task. Information redundancy was defined both in terms of dimension similarity as indicated by dimension labels (expected redundancy) and as actual intercorrelations among the values on the several dimensions (actual redundancy). Time constraints on...
Article
Both costs and benefits were manipulated in monetary terms in a business relocation task in an effort to test cost-benefit models of decision making (e.g., Beach & Mitchell, 1978). Results indicated that both information costs and awards significantly affected depth, variability, and latency of search. Effects of cost of information on decision acc...
Article
Examined issues related to quality goals, quantity goals, and strategy development in a complex decision task. 160 undergraduates used a computer program to select stocks for investments. Manipulated variables included task difficulty, quantity-goal difficulty, and quality-goal difficulty. Differences among participants' information-search strategi...
Article
Thesis (M.A.)--Michigan State University. Dept. of Psychology, 1990. Includes bibliographical references (leaves 109-115). Microfilm.

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