Although perceived organizational support (POS) is a widely studied construct with well-established antecedents and consequences, less is known about how perceptions are formed in the early stages of the individual-organization relationship. Building on and integrating the signaling theory, employee attitudes, applicant reactions, and prospect theory literatures, it is proposed that perceived face validity of selection procedures, perceptions of procedural justice during selection procedures, and the departure from applicant expectations of procedural justice each serve as antecedents of anticipated organizational support (AOS). A vignette experimental design was used to simulate the job selection process comparing a contextualized vs. uncontextualized personality assessment as selection procedures, with surveys administered electronically before and after the simulation to assess selection procedure procedural justice perceptions, face validity perceptions, departure from procedural justice expectations, and anticipated organizational support. Results of hypothesis testing using structural equation modeling and polynomial regression with response surface analysis provide support for the hypotheses that procedural justice, face validity, and departure from procedural justice expectations are antecedents of anticipated organizational support. These findings advance organizational support theory by building understanding of where perceptions of organizational support may originate. Practical implications, limitations, and suggestions for future research are discussed.