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.