REACTION OF APPLICANTS TO SELECTION PROCEDURE’S EFFECT ON BEHAVIORAL OUTCOMES IN ORGANIZATIONS OF NEPAL

Abstract

This study has focused in examining the reaction of the new applicants in their perception towards recruitment and selection process and its relation to attitudinal and behavioral outcomes. It also examines the moderating effect of Person-job-fit in this relation. The sample of 210 was collected from different organizations in different sector in Nepal; banking, consultancy, airlines manufacturing, and trading industries. The predictor variables in this study was perceived predictive validity, test procedural justice and recruitment information, while the dependent variables were organization commitment, organization engagement and turnover intention. Correlation, regression and hierarchical regression test were conducted for hypothesis and moderation test. All the hypothesis of the test was supported while none of the moderation hypothesis was supported. In testing the demographic variables relation, T-test and one way ANOVA was tested. Out of the demographic variable only age and gender seems to affect the relationship in this study. Gender affected OE and TI and it was seen that male were less likely to turnover and had higher OE as compared to female. Similarly in age it was seen that age above 32 had less intention to turnover compared to rest and in OE almost all the age group between 18-22, 23-27, 28-32 and above 32 were seen to have statistical significance. The result has high practical implications and has been highlighted. Key Words: Perceived predictive validity (PPV), test procedural justice (TPJ), recruitment information (RI), organization commitment (OC), organization engagement OE, and turnover intention (TI) and person-job-fit (PJF),