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Background and purpose: In recruitment and selection, job applicants do not only base their justice judgment on the actual experience but also compare what happens and what they expect. This study, therefore, investigates applicants’ reaction to procedural justice in recruitment selection through the lens of psychological contract framework. Psychological contract theory highlights the role of expectations, discrepancies between perception and expectation, and perceived contract breach on individual outcomes. Methodology: Two surveys were conducted with job seekers in Vietnam, one before and one after the selection process. Printed questionnaires were administered to job seekers in the first survey, while the second used online survey. Structural Equation Modeling technique was adopted to analyze the data. Results: Data from a sample of 232 job seekers indicated that previous job experience and source of candidates were significantly related to justice expectations. In addition, perceived unmet expectations were found to predict procedural contract breach, which in turn negatively influenced job acceptance intention and recommendation intention. Conclusion: The research highlights the role of unmet justice expectation, the perceived discrepancy between what happened and what was supposed to be, in predicting intention to accept offer and to recommend others. The results suggest that firms should provide updated and official information regarding the selection process to all parties such as internal employees, recruitment agency and job search website to reduce over-expectation.

The aim of the study is to investigate the relationship between intellectual capital and firm performance. We empirically explore how intellectual capital affects firm performance in Vietnam. The data was collected through annual enterprise surveys by the General Statistics Office of Vietnam on a sample of 13,900 Vietnamese firms during 2012-2016. Adopting Pulic's (1998) value-added intellectual coefficient model as later refined, we model a path between intellectual capital and firm performance. Results show that intellectual capital correlated positively with firm performance during the period. Further, human capital correlates positively only with business performance, material capital, and financial capital in the short-term. Among components of intellectual capital efficiency, structural capital efficiency has the greatest positive correlation with short and long-term firm performance. Although there are some limitations to measure intellectual capital quantitatively, this research provides further insight into the effect of intellectual capital on firm performance within a developing country.