Effects of job Applicant Drug Testing Practices on Reactions to Drug Testing.

Stone, Dianna L.; Bowden, Carol

doi:10.5465/ambpp.1989.4981076

Cited by 15 publications

(17 citation statements)

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“…This type of drug screening is referred to as "for cause" testing. Research confirms that employees generally find for cause testing to be more acceptable than other alternatives, such as random screening (Stone & Bowden, 1989;Murphy, Thornton, & Reynolds, 1990) In general, individuals also find human resource systems to be more fair when they include an opport~mi~y for voice or participation (Shapiro, 1993;Lind & Tyler, 1988). In another field study, Gomez-Mejia and Balkin (1987), found that personnel managers rated drug screening as more fair to the extent that workers were involved in its implementation.…”

Section: Procedural Fairness and Employee Drug Testing Drug Testingmentioning

confidence: 76%

Resolving the justice dilemma by improving the outcomes: The case of employee drug screening

Cropanzano

Konovsky

1995

J Bus Psychol

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In this paper we seek to accomplish two objectives. First, we review and describe a phenomenon we call the justice dilemma. We argue that workers oRen perceive valid assessment practices to be unfair. By using these techniques, employers risk incurring hidden costs that are associated with perceived injustice. Thus, it is sometimes impractical to utilize an assessment technique even though the procedure has good validity evidence. Our second purpose is to propose and test one way that organizations can resolve the justice dilemma. We do this in the context of workplace drug screening We argue that employees are often more tolerant of controversial assessment techniques to the extent that these procedures do not result in particularly negative outcomes. In a field study examining employee reactions to a drug screening program, this proposition was generally supported.Organizations often need to make decisions about their employees. They need to decide whom to retain, terminate, or promote. To make such decisions organizations oRen rely on some type of psychological test. Although many types of psychological tests are usef~ indicators of current and future work behavior, some of our most valid predictors are perceived by workers to be unfair. As we shall see, use of such tests can have a variety of negative consequences. Employers, therefore, find themselves in a "justice dilemma." Because of their concerns over fairness they are forced to circumscribe their use of valid staffing tools.

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Section: Procedural Fairness and Employee Drug Testing Drug Testingmentioning

confidence: 76%

Resolving the justice dilemma by improving the outcomes: The case of employee drug screening

Cropanzano

Konovsky

1995

J Bus Psychol

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“…Attitude toward the application process was measured by nine 5-point Likert scale items (e.g., ~l~ne application process with KRI seems faiff). Several of these items were adapted from a measure developed by Stone and Bowden (1989); the remainder were developed for this study. Both scales were scored so that higher values indicate a more positive attitude.…”

Section: Methodsmentioning

confidence: 99%

Personality and drug testing: An exploration of the perceived fairness of alternatives to urinalysis

1996

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ABSTRACt. Paper-and-pencil inventories have been suggested as a less invasive alternative to urinalysis drug testing. Using 702 students in three experiments, an overt integrity test, a personality inventory, an interest inventory and a no-testing control condition were compared. Subjects reacted most positively when no testing was required. When drug testing was required, subjects were most satisfied with either overt tests or urinalysis, and least satisfied with the personality inventory. Attempts to increase the acceptability of personality testing by providing explanations and rationale had no effect on subjects' attitudes.For most people, the terms ~drug testing ~ and ~inalysis" are essentially synonymous, at least in employment contexts. Most of the literature concerning drug testing has centered on various biochemical methods designed to detect the presence of drug metabolites in an individual's urine. Yet this is cert~in|y not the only approach being used to screen out employees who are likely to use drugs on the job. An alternafive approach consists of the use of paper-and-pencil inventories cornWe wish to express our appreciation to Andrew Co]felt for his assistance in research design and data collection, and to Kevin Murphy and Terry Stecher for their comments on previous draits of this paper.

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“…Therefore, policies and practices are expected to exert direct and indirect (through signaling) effects on the instrumentality of a job offer. Stone and Bowden (1991) examined two aspects of drug-testing practices, the method used to select applicants for drug-testing, and the timing of the drug test, on applicants'intentions of accepting a job offer. The authors hypothesized that random drug testing and testing of all applicants should elicit the most negative applicant reactions since they are most likely to cause feelings of invasion of privacy.…”

Section: Formingmentioning

confidence: 99%

Forming, Adapting, and Terminating the Employment Relationship: A Review of the Literature from Individual, Organizational, & Interactionist Perspectives

Taylor

Giannantonio

1993

Journal of Management

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This article reviews research published in the lastJive years (1988-1992) on three employment status activities-formation, adaptation, and termination-from three perspectives-individual, organizational, and interactionist. It to integrates these findings into a common body of knowledge, in order to show what might be gained from a consideration of all three perspectives. The article concludes with recommendations for the requirements of models used to guide future research on the employment relationship and with the identification offruitful directions for new research.

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Effects of job Applicant Drug Testing Practices on Reactions to Drug Testing.

Cited by 15 publications

References 0 publications

Resolving the justice dilemma by improving the outcomes: The case of employee drug screening

Resolving the justice dilemma by improving the outcomes: The case of employee drug screening

Personality and drug testing: An exploration of the perceived fairness of alternatives to urinalysis

Forming, Adapting, and Terminating the Employment Relationship: A Review of the Literature from Individual, Organizational, & Interactionist Perspectives

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