In the 1990s, a significant body of research accumulated on job candidates' reactions to employment selection procedures. Candidates' reactions have been found to be related to their satisfaction with the hiring organization, intentions to accept a job offer, job performance, and intentions to remain with the organization after being hired (Gilliland, 1994; Smither, Reilly, Millsap, Pearlman, & Stoffey, 1993). Principles of justice—distributive and procedural—explain many of these reactions.
Tonidandel and Quinones (2000) explored the applicability of justice principles to CAT test-takers. They noted important differences between paper-and-pencil tests and CATs: CAT test-takers must answer all items in the order presented (they can't skip items), they cannot review previously answered items and perhaps change their answers, different examinees answer different items, and test scores are not directly based on the number of correctly answered items. Although early research found that examinees like CATs that are shorter than their paper-and-pencil counterparts, Tonidandel and Quinones found that individuals preferred CATs that were more similar to conventional tests (e.g., all examinees answer the same items, examinees are allowed to skip questions and return later).
Was this article helpful?