Factors affecting the effectiveness and acceptance of electronic selection systems

被引：46

作者：

Stone, Dianna L. ^{[1
]}

Lukaszewski, Kimberly M. ^{[2
]}

Stone-Romero, Eugene F. ^{[1
]}

Johnson, Teresa L. ^{[1
]}

机构：

[1] Univ Texas San Antonio, San Antonio, TX 78260 USA

[2] SUNY Coll New Paltz, New Paltz, NY USA

来源：

HUMAN RESOURCE MANAGEMENT REVIEW | 2013年 / 23卷 / 01期

关键词：

Selection; Applicant screening; Job analysis; Testing; Interviewing; Selection decision-making; Invasion of privacy; Adverse impact; Electronic selection; FACE-TO-FACE; INTERACTIVE VOICE RESPONSE; SITUATIONAL JUDGMENT TESTS; PERSONNEL-SELECTION; APPLICANT REACTIONS; WEB; PERSONALITY; INTERNET; TELEPHONE; PERCEPTIONS;

D O I：

10.1016/j.hrmr.2012.06.006

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

There has been a rise in the use of electronic selection (e-selection) systems in organizations. Given the widespread use of these systems, this article reviews the factors that affect their effectiveness and acceptance by job applicants (applicant acceptance), and offers directions for future research on the topic. In particular, we examine the effectiveness and acceptance of these systems at each stage of the selection process including (a) job analysis, (b) job application, (c) pre-employment testing, (d) interviewing, (e) selection decision-making, and (f) evaluation and validation. We also consider their potential for adverse impact and invasion of privacy. Finally, we present some implications for e-selection system design and implementation. (C) 2012 Elsevier Inc. All rights reserved.

引用

页码：50 / 70

页数：21

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