Research in selection examines how organizational justice principles may influence applicants’ reactions to selection procedures. This article extends this research by examining how two aspects of procedures—interpersonal treatment and social comparison information—affect reactions to a personality testing. The results of two studies demonstrate that interpersonal treatment (expression of concern for applicants’ feelings) and social comparison information (description of testing as either typical or experimental) interact to affect test-takers’ reactions. When concern was expressed and personality testing was described as typical, individuals responded less positively. However, when no concern was expressed, evaluations were more positive when testing was described as typical. The implications for organizational justice research and selection research are discussed.
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