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Abstract
This study examined the applicability of Ajzens (1991) Theory of Planned Behavior (TPB) to job offer acceptance intentions and behaviors in a sample of 211 job applicants. Variables from Gillilands (1993) procedural justice framework were included in an effort to determine how applicant reactions to selection procedures fit in with the TPB components. Path analysis results indicated that perceptions of test fairness (i.e., procedural justice) are linked to attitudes toward acceptance of a job offer, and that attitudes toward job offer acceptance and subjective norms are related to intentions to accept a job offer. Perceived behavioral control was not found to significantly predict job offer acceptance intentions. By examining the utility of the TPB as a theoretical framework to model applicant reactions and job offer acceptance behaviors, the present study: a) informs researchers and organizations of some of the critical antecedents present in the selection process that affect job offer acceptances, and b) fulfills the call from applicant perceptions researchers for a unifying theoretical framework under which to study applicant reactions and link them to job acceptance behaviors.