Abstract
In an examination of the possible impact of differences in the number of employment screening devices on employee attachment, cognitive dissonance theory was used to deduce the hypothesis that increases in the number of screens would be associated with more favorable job-related attitudes. Contrary to the prediction, results from a national probability sample of 702 full-time employees yielded evidence that an increase in screening was related with increasingly negative responses. Statistical controls for employee demographic differences and organizational size did not alter the conclusion. The need for additional study of the possible marginal utility of multiple screens in the hiring process is highlighted.
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Vecchio, R.P. The influence of employment screening on employee attachment. Employ Respons Rights J 9, 119–129 (1996). https://doi.org/10.1007/BF02622254
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DOI: https://doi.org/10.1007/BF02622254