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ISSN : 1229-0696
This research examined the effect of procedural justice and interactional justice on individual self-esteem as a function of selection outcome. The justice factors and selection outcome were manipulated by means of employee selection tests in an experimental context. The experiment was conducted using 2 (procedural justice: just/unjust) x 2 (interactional justice: just/unjust) x 2 (selection outcome: pass/fail) between-participants design, and state-dependent self-esteem was measured as a dependent variable. The results suggest that the self-esteem for those who passed the selection tests was higher in the high justice condition than in the low justice condition, whereas the self-esteem for those who failed the selection tests was higher in the low justice condition than in the high justice condition. Finally, the limitations of this research and implications for enhancing self-esteem in an organization were discussed.
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