Self-efficacy and justice perceptions in personnel selection: A moderated mediation model

The study investigated the role of self-efficacy (general and task-specific) and justice perceptions in determining the expectations of success in personnel selection procedures. We hypothesized that personnel selection self-efficacy mediated the relationship between general self-efficacy and outcome expectations, and that justice perceptions moderated these relationships. Our sample consisted of 206 respondents who had just graduated or were about to graduate and had previous experience in selection procedures. The moderated mediation model indicated that personnel selection self-efficacy mediated the relationship between general self-efficacy and outcome expectations, but only in the case of high justice perceptions, whereas general self-efficacy had a direct effect on outcome expectations only in the case of low justice perceptions. The findings encourage more research on applicants’ expectations.