Procedural justice in recruitment selection through the lens of psychological contract framework: A field study

The aim of this study is to examine the relationship between perceived breach of procedural justice by candidates who have completed a recruitment process and their intentions to accept the job and recommend the organization. Additionally, the moderating effect of perceived organizational attractiveness in these relationships is investigated. In this context, the research sample consists of 283 white-collar employees who have completed interviews with organizations in the private sector. Data were collected through online surveys using a purposive sampling method, incorporating four different scales in the survey content. Data analysis was conducted using SPSS 27 and AMOS 24 programs. The hypotheses of the study were tested through regression analyses using Process Macro (Model 1). According to the results, a negative and statistically significant relationship has been identified between breach of procedural justice and the intention to accept a job offer (H1) and the intention to recommend (H2) the organization. Furthermore, the negative relationship between breach of procedural justice and the intention to accept the job offer was found to be moderated by organizational attractiveness (H3). Specifically, as perceived organizational attractiveness increased, the strength of the negative relationship weakened. Nevertheless, it was found that the moderating role of organizational attractiveness in the relationship between procedural justice violation and the intention to recommend the organization was not statistically significant (H4). The results have been thoroughly evaluated in the discussion section, study limitations have been outlined, and a series of recommendations have been presented for the benefit of future researchers and managers.