Despite being frequently perceived as a pertinent issue necessary to critically
examine how incumbents are selected on merit, HR selection distortions is typically illdefined and poorly explained in much debate, hence, more precision in terms of
contextualization of practice is needed. Through explaining and synthesizing the work
of a number of scholars from different disciplines, the paper develops a theoretical
framework for a meta- analysis, which begins with an exploration of the relationship
between HR selection, networking and relational ties, employee’s justice perceptions,
group heterogeneity and worker performance in Fiji’s public service institutions. The
theoretical framework provides the leeway for the research questions to be answerable
and the postulated hypotheses testable.
However, more needs to be done to explain not only the nature and emergence of
HR selection distortions but also the very real problems it faces in sustaining itself, let
alone transforming the hiring processes in Fiji’s public service. The value of the paper
lies in its theoretical innovation, drawing on a range of disciplines, and its attempt to
situate HR selection distortions precisely, conceptually, theoretically, and practically
