Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers (N = 360) were randomly assigned to read one of six vignettes describing a job application scenario of either a traditionally administered or algorithmically administered screening procedure with an outcome favorability of acceptance, rejection, or unknown. They then rated procedural and interpersonal justice across eight dimensions. A MANOVA and follow-up univariate ANOVAs indicated that automated screening was rated lower on job relatedness-predictive, job relatedness-content, opportunity to perform, reconsideration opportunity, treatment, two-way communication, and propriety of questions, and higher on consistency. The interaction between screening procedure and outcome favorability showed mixed results.

中文翻译：

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自动化申请和简历筛选的程序和人际公正

组织正义理论的研究尚未充分探索自动化应用和简历筛选程序如何影响正义感知。在一个 2 × 3 的实验设计中，MTurk 工人 ( N = 360）被随机分配阅读六个小插曲中的一个，这些小插曲描述了传统管理或算法管理的筛选程序的工作申请场景，结果偏好为接受、拒绝或未知。然后，他们从八个维度对程序正义和人际正义进行了评级。MANOVA 和后续单变量方差分析表明，自动筛选在工作相关性预测、工作相关性内容、执行机会、重新考虑机会、治疗、双向沟通和问题的适当性方面评分较低，而在一致性方面评分较高。筛选程序和结果有利性之间的相互作用显示出不同的结果。