The Impact of Cultural Differences on Applicants´ Perceived Fairness

Drawing on the premise that organizational justice theory is culture-bound and Gilliland´s (1993) model of applicants´ reactions to employment selection, the current paper proposes a conceptual framework in which cultural value differences influence applicants´ perceptions of fairness toward selection procedures and work outcomes. This Chinese culture-based model takes Chinese traditionality as a core antecedent of applicants´ perceived fairness and an important moderator between applicants´ perceived fairness and work outcomes. The theoretical and practical implications of this model are discussed.