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The article presents a personal historical review of the person-organization fit (PO) literature by Amy Kristof-Brown, Benjamin Schneider and Rong Su. We present six conundrums and research evidence ...
'Person-Organization Fit' refers to the compatibility between individuals and the organizations they work for, based on the alignment of their values and behaviors. It predicts how well employees adjust, perform, and remain satisfied within an organization.
perceived fit, indirect assessments of actual fit, and various fit indices are discussed in order to integrate the variety of measurement strategies that have been used to assess P-O fit.
A distinction is made between the direct measurement of perceived fit and the indirect measurement of actual person-organization fit, using both cross- and individual-level techniques, and the debate regarding differences scores is reviewed.
We present six conundrums and research evidence about each that we've encountered while working on the topic of fit during our careers: (1) What exactly is PO fit?—the term can be narrowly or ...
Using this method, no specific values are focused upon; however, employees assess for themselves the extent to which they feel they fit with the values of the organization. The assessment of PO fit happens in the heads of the employees rather than through calculation.
The authors report an experimental policy-capturing study that examines the simultaneous impact of person-job (PJ), person-group (PG), and person-organization (PO) fit on work satisfaction.
Addressing these conundrums, we provide thoughts on future directions for research on PO fit and practical implications for managers who want to maximize the benefits of PO fit.
This article presents a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit.
We review person-organization fit theory and research on selection and recruitment, and also highlight practical recommendations. The article is framed around explaining how and why people who are well matched to their organization experience optimal psychological reactions and performance.