A number of fairness issues and principles are developed and discussed from the context of personnel selection. It is noted that not too much attention has been paid to these issues and concerns in the past. A distinction is made between justice and fairness having to do with the procedural components and processes of selection, the nature of the information used to make selection decisions, and the resulting outcomes of the selection process. Ideas for future research and exploration are also extended.
This is a preview of subscription content, log in to check access.
Buy single article
Instant access to the full article PDF.
Price includes VAT for USA
Subscribe to journal
Immediate online access to all issues from 2019. Subscription will auto renew annually.
This is the net price. Taxes to be calculated in checkout.
Arvey, R. D. and Faley, R. H.: 1989,Fairness in Selecting Employees (Addison-Wesley, Reading, Mass.).
Cascio, W. F.: 1982,Costing Human Resources: The Financial Impact of Behavior in Organizations, 2nd ed. (PWS-Kent Publishing Company, Boston, Mass.).
Cleary, T. A.: 1968, ‘Test Bias: Prediction of Grades of Negro and White Students in Integrated Colleges’,Journal of Educational Measurement 5, pp. 115–124.
Cole, N. S.: 1973, ‘Bias in Selection’,Journal of Educational Measurement 10, 237–255.
Folger, R. and Greenberg, J.: 1985, ‘Procedural Justice: An Interpretive Analysis of Personnel Systems’. In G. Ferris & K. M. Rowland (eds.),Research in Personnel and Human Resource Management 3, pp. 141–183.
Gross, A. L. and Su, W.: 1975, ‘Defining a “fair” or “unbiased” Selection Model: A Question of Utility’,Journal of Applied Psychology 60, 345–361.
Hartigan, J. A. and Wigdor, A. K.: 1989,Fairness in Employment Testing: Validity Generalization, Minority Issues, and the General Aptitude Test Battery (National Academy Press, Washington, D.C.).
Herek, G. M.: 1990, ‘Gay People and Government Security Clearances: A Social Science Perspective’,American Psychologist 45, pp. 1035–1042.
Hosmer, L. T.: 1987, ‘Ethical Analysis and Human Resource Management’,Human Resource Management 3, pp. 313–330.
Hunter, J. E. and Schmidt, F. L.: 1976, ‘Critical Analysis of the Statistical and Ethical Implications of Various Definitions of Test Bias’,Psychological Bulletin 83, pp. 1053–1071.
Iles, P. A. and Robertson, I. T.: 1989, ‘The Impact of Personnel Selection Procedures on Candidates’, in Herriot, P. (ed.).Handbook of Assessment in Organizations (John Wiley and Sons, New York).
Int'L Union v.Johnson Controls, Inc., 111 S.ct. 1196 (1991).
Kleiman, L. S. and Faley, R. H.: 1988, ‘Voluntary Affirmative Action and Preferential Treatment: Legal and Research’,Personnel Psychology 41, pp. 481–486.
Lewis, M.: 1989,Liar's Poker: Rising Through the Wreckage on Wall Street (Penguin Books).
London, M. and Bray, D. W.: 1980, ‘Ethical Issues in Testing and Evaluations for Personnel Decisions’,American Psychologist 35, pp. 890–901.
Leventhal, F. G., Karuza, J. and Fry, W. R.: 1980, ‘Beyond Fairness: A Theory of Allocation Preferences’, in G. Mikula (ed.),Justice and Social Interaction (Springer Verlag, New York), pp. 167–218.
Nacoste, R. W. and Lehman, D.: 1987, ‘Procedural Stigma’,Representative Research in Social Psychology 17, pp. 25–38.
Petersen, N. S. and Novick, M. R.: 1976, ‘An Evaluation of Some Models for Culture-fair Selection’,Journal of Educational Measurement 13, pp. 13–29.
Rutan v.Republican Party of Illinois: 1990, — U.S. —, 110 S. Ct. 2729.
Schmidt, F. L., Hunter, J. E. and Pearlman, K.: 1982, ‘Assessing the Economic Impact of Personnel Programs on Workplace Productivity’,Personnel Psychology 35, pp. 333–347.
Thorndike, R. L.: 1971, ‘Concepts of Culture-fairness’,Journal of Educational Measurement 8, pp. 63–70.
United Steelworkers v.Weber: 1979, 443 U.S. 193, 99 S. Ct. 2721, 61 L. Ed. 2d 480, 10 FEP Cases 1.
Richard D. Arvey is the Carlson Professor of Industrial Relations at the Carlson School of Management, University of Minnesota. He received his Ph. D. in Industrial and Organizational Psychology and has published widely in journal and book form. His text,Fairness in Selecting Employees, is a widely cited book amongst those familiar with the fairness debate.
Gary L. Renz is a Ph.D. graduate student in the Department of Industrial Relations, University of Minnesota. He also holds a law degree.
About this article
Cite this article
Arvey, R.D., Renz, G.L. Fairness in the selection of employees. J Bus Ethics 11, 331–340 (1992). https://doi.org/10.1007/BF00870545
- Economic Growth
- Selection Process
- Selection Decision
- Personnel Selection
- Fairness Issue