person-organization fit compatibility

Transcription

1 ~118 Advances in Psychological Science B849C93 1 person-organization fit compatibility [1] 1 [2] supplementary fit complementary fita b c [2] O Reilly Chatman [3] [4] VancouverMillsap [5] asulong@yahoo.com 111

2 Schneider Attraction-Selection-Attrition [6] [7] / a KSAs c b KSAs 1 CableJudge [8]

3 [9] [10] [8] A B Burke Deszca A B A A [9] [11] [12] [13]

4 Cable Judge [14] [15] Q- 2.2 MBA Vancouver Schmitt [16] 350 Downey [17] Tziner [18] Kristy Kristorf

5 [19] [16] [20] A B A B A A [9] B B organizational citizenship behaviors O Reilly Chatman [21] Posner [22] Tziner [18] Bretz Judge, [23] Andrews [2] 2.3 Ostroff Rothausen [24] Chatman [25]

6 [21] [18] Bretz Judge [23] [2]

7 [1]Kristorf-Brown A L, Jansen K J, Colbert A E. A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology, 2002, 87(5): 985~993 [2]Kristof A L. Peron-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 1996, 49: 1~30 [3]O Reilly C A, Chatman J, Caldwell D F. People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 1991,34: 487~516 [4] ~266 [5]Vancouver J B, Millsap R E, Peters P A. Multilevel analysis of organizational goal congruence. Journal of Applied Psychology, 1994,79: 666~679. [6]Schneider B, Goldstein H W, Smith D B. The ASA framework: An update. Personnel Psychology, 1995,48: 747~769 [7]Schaubroeck J, Ganster D C, Jones J R. Organization and occupation influences in the Attraction-Selection-Attrition process. Journal of Applied Psychology, 1998,83: 869~891 [8]Cable D M, Judge T A. Pay Preferences and job search decisions: A person-organization fit perspective. Personnel Psychology, 1994,47: 317~348 [9]Burke R J, Deszca E. Preferred organizational climates of Type A individuals. Journal of Vocational Behavior, 1982,21: 50~59 [10]Saks A M, Ashforth B E. Is job search related to employment quality? It all depends on the fit. Journal of Applied Psychology, 2002, 87(4): 646~654 [11]Turban D B,Lau C, Ngo H, Chow I, Si SX. Organizational attractiveness of firms in the People s Republic of China: A person-organizational fit perspective. Journal of Applied Psychology, 2001,86:194~206 [12]Cable D M, Judge T A. Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 1996, 67: 294~311 [13]Kristof A L. Perceived applicant fit: Distinguishing between recruiters perceptions of person-job and person-organization fit. Personnel Psychology, 2000,53: 643~667 [14]Cable D M, Judge T A. Interviewers perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 1997, 82:546~561 [15]Cable D M, DeRue D S. The convergent and discriminant validity of subjective fit perception. Journal of Applied Psychology, 2002, 87(5):875~884 [16]Vancouver J B, Schmitt N W. An exploratory examination of person organization fit: Organizational goal congruence. Personnel Psychology, 1991,44: 333~352 [17]Downey H K, Hellriegel D, Slocum J W Jr. Congruence between individual needs, organizational climate, job satisfaction and performance. Academy of Management Journal, 1975,18: 149~155 [18]Tziner A. Congruency issue retested using Fineman s achievement climate notion. Journal of Social Behavior and Personality, 1987,2: 63~78 [19]Kristy J L, Kristof A L. Distinguishing between employees perceptions of person-job and person-organization fit. Journal of Vocational Behavior, 2001,59: 454~470 [20]Vandenberghe C. Organizational culture, person-culture fit, and turnover: a replication in the health care industry. Journal of Organizational Behavior, 1999,20: 175~184 [21]O Reilly C A, Chatman J. Organization commitment and psychological attachment: The effects of compliance, identification and

8 internalization on prosocial behavior. Journal of Applied Psychology, 1986,71: 492~499 [22]Posner B Z. Person-organization values congruence: No support for individual differences as a moderating influence. Human Relations, 1992, 45: 351~361 [23]Bretz R D Jr, Judge T A. Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 1994, 44: 32~54 [24]Ostroff C, Rothausen T J. The moderating effect of tenure in person-environment fit: A field study in educational organizations. Journal of Occupational and Organizational Psychology, 1997,70: 173~188 [25]Chatman J. Matching people and organization: Selection and socialization in public accounting firms. Administrative Science Quarterly, 1991,36: 459~484 An Review of Person-Organization Fit Zhao HuijuanLong Lirong (Department of psychology, Central China Normal University, Wuhan ) Abstract: Research on person-organization fit concerns the compatibility between individuals and organizations, and the antecedents and consequences of that compatibility. Fit can be realized by supplementary fit or complementary fit. Although researchers have not got a coincidence indicator yet, their results similarly reflect the management value of person-organization fit coming down to organizational entry, work attitude, intention to quit and turnover, stress, prosocial behaviors, work performance and training for organizational culture. In the further research of this domain, the benefits of self-report and high levels of fit are questionable; the indicator of fit needs to be confirmed. Key words: person-organization fit, supplementary fit, complementary fit.