| The present study sought to understand how national culture, industry, and the perception of job relevance has an influence on an applicant's reaction to an online personnel selection assessment. A review of the literature on attribution theory (Fiske & Taylor, 1984; Ployhart & Harold, 2004) and organizational justice theory (Gilliland, 1993; Ployhart & Harold, 2004) provided the theoretical basis for the hypotheses of this paper. Applicant data from companies in manufacturing, finance, retail, and telecommunications were examined to explore differences in applicant reactions. Additionally, data between those in Mexico and the US within the telecommunications industry were examined to distinguish cultural differences in applicant reactions. Results indicated that job relevance was positively and significantly correlated with a favorable perception of the company and there were mixed results concerning industry differences in applicant reactions. Furthermore, analyses on cultural differences between applicants from the United States and Mexico indicated that applicants within the U.S. responded more favorably to the online assessment than those in Mexico and that applicants within Mexico rated the organization's image more favorably than applicants within the U.S. The applied and academic implications of these findings are discussed and suggestions for future research are proposed. |
