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首页> 外文期刊>International journal of selection and assessment >Perceived Job Discrimination: Toward a model of applicant propensity to case initiation in selection
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Perceived Job Discrimination: Toward a model of applicant propensity to case initiation in selection

机译：感知到的工作歧视：建立申请人选择案例时倾向的模型

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摘要

This paper develops and proposes the novel concept of perceived job discrimination (PJD) and a conceptual model of applicant propensity to case initiation (APCI) in employee selection. Distinguishing PJD from actual job discrimination (AJD) as traditionally viewed in selection, this paper puts forward a definition of PJD that emphasizes perceived unfair treatment and violations of the (pre-)employment psychological contract. Differences between AJD and PJD are highlighted and a number of crucial situational features and measurement imperatives noted for PJD to be deemed to have occurred. Extending this construct, a detailed model of APCI is proposed specifying the key inputs, processes, and outcomes of applicant complaint and case initiation for unfair discrimination. Both concepts are argued to be relevant regardless of country-specific legal requirements governing AJD. Future directions for research and selection practices in both PJD and APCI are noted throughout the paper.
机译：本文提出并提出了感知工作歧视（PJD）的新概念，并提出了员工选择中申请人对案例发起倾向（APCI）的概念模型。正如传统上在选择过程中看到的那样，将PJD与实际工作歧视（AJD）区别开来，提出了PJD的定义，该定义强调了被认为的不公平待遇和对（雇用前）心理契约的违反。突出显示了AJD和PJD之间的差异，并指出了一些重要的情况特征和测量必要性，以使PJD被视为已发生。通过扩展此结构，提出了一个详细的APCI模型，该模型指定了申请人投诉和不公正歧视案件启动的关键输入，流程和结果。无论针对AJD的特定国家/地区的法律要求如何，都认为这两个概念都是相关的。整篇论文都指出了在PJD和APCI中进行研究和选择实践的未来方向。

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