CAJ | 학술논문

应聘者反应是个体在选拔情境下由公平知觉导致的一种针对组织的态度或行为后果。应聘者反应的首个理论模型是Gilliland的选拔公正模型，随后，启发模型、整合模型和信任模型相继建立，极大丰富了应聘者反应的理论内涵。然而，应聘者反应的测量明显滞后于理论的发展，主要表现在测量工具不统一、测量结构混乱、信效度研究匮乏等方面。未来的研究方向有：（1）加强现有模型中论证不充分的环节；（2）进一步丰富跨文化研究；（3）从一般性问题向特定情境的研究进行深入；（4）结合跨领域内容，朝着多元化的方向发展。
응빙자반응시개체재선발정경하유공평지각도치적일충침대조직적태도혹행위후과。응빙자반응적수개이론모형시Gilliland적선발공정모형，수후，계발모형、정합모형화신임모형상계건립，겁대봉부료응빙자반응적이론내함。연이，응빙자반응적측량명현체후우이론적발전，주요표현재측량공구불통일、측량결구혼란、신효도연구궤핍등방면。미래적연구방향유：（1）가강현유모형중론증불충분적배절；（2）진일보봉부과문화연구；（3）종일반성문제향특정정경적연구진행심입；（4）결합과영역내용，조착다원화적방향발전。
Applicant reactions are the attitudinal or behavioral outcomes resulting from justice perceptions under the selection context. The first recognized theoretical model of applicant reactions comes up with Gilliland＇s organizational justice model. After that, heuristic model, updated model and trust model are proposed, leading to a rapid growth in the theory. The measurement of applicant reactions, however, has not been well developed. The major shortfalls include the inconsistency of the measures, the chaos of the measuring structure, and the paucity of reliability and validity research. A few possible directions for future study are propounded in the end of the paper, which are （1） to focus more on the less examined but influential factors in the models, （2） to enrich the cross-cultural research, （3） to shift from the general contexts to the specific ones, and （4） to broaden the research vision by combining the neighboring domains of study.