Relevant bibliographies by topics / Person-organization fit

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Person-organization fit'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 May 2024

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Journal articles on the topic "Person-organization fit"

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Morley, Michael J. "Person‐organization fit." Journal of Managerial Psychology 22, no. 2 (February 20, 2007): 109–17. http://dx.doi.org/10.1108/02683940710726375.

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Ardıç, Kadir, Osman Uslu, Özlem Oymak, Emrah Özsoy, and Tuğba Özsoy. "Comparing person organization fit and person job fit." Journal of Economics and Management 25 (2016): 5–13. http://dx.doi.org/10.22367/jem.2016.25.01.

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Afsar, Bilal, Yuosre F. Badir, and Bilal Saeed. ""Person-Job Fit, Person-Organization Fit and Innovative Work Behavior"." Academy of Management Proceedings 2014, no. 1 (January 2014): 14644. http://dx.doi.org/10.5465/ambpp.2014.14644abstract.

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Andrews, Martha C., Thomas Baker, and Tammy G. Hunt. "Values and person‐organization fit." Leadership & Organization Development Journal 32, no. 1 (February 8, 2011): 5–19. http://dx.doi.org/10.1108/01437731111099256.

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Wojtczuk‑Turek, Agnieszka. "The Role of Leaders in Person–Organization Fit, Person–Job Fit and Person–Team Fit." Kwartalnik Ekonomistów i Menedżerów 47, no. 1 (March 15, 2018): 25–41. http://dx.doi.org/10.5604/01.3001.0012.1425.

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The purpose of the article is to analyze the role of leaders in shaping different types of employee fit in the workplace. To complete this aim, research of literature and to‑date empirical studies devoted to this issue was conducted. The key activities of the leader that increase person–job fit are: modification of work environment, provision of resources, supporting the subordinates, developing employee competencies and creating attitudes. Person–team fit can be sustained by way of socialization, building positive group relations and facilitation of interactions, as well as creating positive organizational climate. In the case of increasing person–organization fit, it is essential to reinforce identification with the company and create group cohesion.
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Rahmadani, Vivi Gusrini, and Indah Rasulinta Sebayang. "The Influence of Person-Organization Fit and Person-Job Fit on Work Engagement Among Policemen in Sumatera Utara." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 4, no. 1 (2017): 45–51. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.41.1006.

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Nickita, Dhea. "Pengaruh Person Job Fit dan Person Organization Fit Terhadap Komitmen Organisasional dan Organization Citizenship Behavior." Jurnal Ekonomi Bisnis Digital 1, no. 2 (June 4, 2022): 137–49. http://dx.doi.org/10.59663/jebidi.v1i2.14.

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Penelitian ini bermaksud untuk melihat pengaruh person job fit terhadap komitmen organisasional dan organizational citizenship behavior (OCB), serta melihat pengaruh person organization fit terhadap komitmen organisasional dan organizational citizenship behavior (OCB). Peneliti melakukan reserch pada Kementerian PUPR Direktorat Jenderal Sumber Daya Air Balai Wilayah Sungai Sumatera II. Banyaknya jumlah populasi diperusahaan sekitar 400 orang, sedangkan sampel yang dipakai oleh peneliti sebanyak 200 orang dengan menggunakan metode rumus slovin. Pengumpulan data dilakukan dengan cara menyebar kuesioner. Hasil dari pengujian ini menunjukkan bahwa person job fit memiliki hubungan yang positif dan signifikan terhadap komitmen organisasional dan organization citizenship behavior (OCB), sedangkan person organization fit tidak memiliki hubungan positif dan signifikan terhadap komitmen organisasionla dan organization citizenship behavior (OCB). Tujuan dari penelitian ini adalah untuk membantu organisasi merekrut, menyaring serta penempatan para pekerja yang ingin bergabung di dalam organisasi secara teliti, agar organisasi memiliki sumber daya manusia yang berkualitas sehingga dapat mencapai tujuan utama suatu organisasi.
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Pudjiarti, Emiliana Sri, and Prihatin Tiyanto Priagung Hutomo. "INNOVATIVE WORK BEHAVIOUR: AN INTEGRATIVE INVESTIGATION OF PERSON-JOB FIT, PERSON-ORGANIZATION FIT, AND PERSON-GROUP FIT." Business: Theory and Practice 21, no. 1 (February 4, 2020): 39–47. http://dx.doi.org/10.3846/btp.2020.9487.

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In relation to the problem of SME productivity, it is necessary to investigate whether there is a problem of mismatch between workers and work and groups and corporate cultural values. This study aims to analyze whether the concept of innovative work behavior can mediate the relationship of person-job fit, person-organization fit and person-group fit to job performance. The study was conducted in the metal SME industry in Tegal Regency, with 256 respondents. Data collection tools use questionnaires and interviews. Data analysis is done with a structural equation model. Based on the results of the analysis, there is a positive relationship between variables. This illustrates that the challenges of SMEs in the future are to maintain the best human resources to remain committed to the organization. In maintaining its existence, alignment of individual values with work, organization and groups is the best tool to achieve goals through innovative changes in employee behavior, and also to lay a solid foundation in the recruitment and selection process of new employees that have the potential to increase job performance.
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Shah, Sheeraz, and Mehlab Ayub. "The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction." Journal of Entrepreneurship, Management, and Innovation 3, no. 1 (January 15, 2021): 57–76. http://dx.doi.org/10.52633/jemi.v3i1.51.

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It has been observed in many organizations that some employees feel unsatisfied with their work, the justification behind the dissatisfaction could be due to various reasons such as skills and abilities of an employee if not match with the job or task requirements or the work assigned is not according to individual capabilities. As far as the previous studies are concerned, it is revealed that person job fit, and person organization fit have a significant positive relationship with job satisfaction. Thus, in this regard, this study was conducted to examine the relationship between person-job fit, and person-organization fit on job satisfaction. To gather the primary data, a questionnaire was adopted from previous similar published studies. The data were collected from employees working at Aspin Pharma, a pharmaceutical company in Karachi, Pakistan. The total number of study sample was 313 employees out of which 173 useable responses were employed for data analyses. In addition, this research study has adopted a descriptive survey design, and which utilized primary data to obtain information on the study variables. The method of the research is mono method, and the examination of the study is based in quantitative research through descriptive statistics to measure the multi-dimension of employee satisfaction, person job fit, and person organization fit. To conclude, the result reveals that Person Job Fit as well as Person Organization Fit have a significant relationship with job satisfaction. The study findings will be useful for managerial decision makers to improve person job and organization fit dimensions in their organization to enhance employee satisfaction and work productivity.
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Kim, Yeji, and Myungun Kim. "The Effect of Person-Organization Fit." Proceedings of the Annual Convention of the Japanese Psychological Association 74 (September 20, 2010): 3AM040. http://dx.doi.org/10.4992/pacjpa.74.0_3am040.

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Dissertations / Theses on the topic "Person-organization fit"

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Kennedy, Michael. "An integrative investigation of person-vocation fit, person-organization fit, and person-job fit perceptions." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4768/.

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Person-environment (PE) fit has been considered one of the most pervasive concepts in psychology. This study presents an integrative investigation of three levels of PE fit: person-vocation (PV) fit, person-organization (PO) fit, and person-job (PJ) fit, using multiple conceptualizations (e.g., value congruence, needs-supplies fit) of each fit level. While a trend in the PE fit literature has been the inclusion of only one fit level with a single conceptualization, researchers call for the addition of multiple conceptualizations of multiple fit levels in a single study. Traditionally, PO fit has been conceptualized as value congruence, whereas PV fit has remained untouched in the literature investigating the direct measurement of fit perceptions. Therefore, new fit perceptions scales assessing PO fit using a needs-supplies fit conceptualization and PV fit using a variety of conceptualizations were introduced. To address the limitation of employing direct measures, common method variance was modeled with a positive affect factor. The study accomplished two objectives. First, a previously supported three-factor model of fit perceptions consisting of PO value congruence (PO-VC), PJ needs-supplies (PJ-NS), and PJ demands-abilities (PJ-DA) fit was strongly replicated. Second, this model was expanded by examining additional conceptualizations (needs-supplies, demands-abilities fit, value, personality, and interest congruence) of fit levels (PV, PO, and PJ fit). Results suggested that professionals make distinctions based on both the fit level and fit conceptualization and these fit perceptions uniquely influence their attitudes and behaviors. A six-factor model (PO-VC, PJ-NS, PJ-DA, PO needs-supplies fit [PO-NS], PV demands-abilities fit [PV-DA], and general PV fit) best fit the data. Providing ample evidence of construct validity, PO fit perceptions (PO-VC and PO-NS fit) were related to the organization-focused outcome of organizational identification, whereas the profession-focused outcome of occupational commitment was exclusively predicted by PV fit perceptions (PV-DA and general PV fit). As expected, both needs-supplies fit perceptions (PO-NS and PJ-NS fit) predicted intentions to quit and job satisfaction. Recommendations for future research are suggested.
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Astakhova, Marina. "Exploring Complementary Person-Organization Fit." Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1332791556.

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Rodgers, Carrie Anne. "Person-job fit and person-organization fit as components of job seeking." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1608.

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Job seekers have often made job choices based upon the degree to which they fit the tasks requirements of the job. This concept is referred to as person-job (P-J) fit. In addition, research has suggested that job seekers self-select organizations to work for based upon the perceived fit between themselves and the organization. This concept is referred to as person-organization (P-O) fit.
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Warren, Taryn R. "Person-organization fit and organizational outcomes." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29186.

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Darnold, Todd Christian. "Perceived person-organization fit: moving beyond correspondence-based explanations." Diss., University of Iowa, 2008. https://ir.uiowa.edu/etd/200.

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Over the next 20 years the labor shortage in the U.S. is expected to grow to 25 million with skilled labor being in especially high demand (Employment Policy Foundation, 2001). As such, the firm's ability to recruit human capital will increase in importance. Research suggest that person-organization fit is an important predicator of early stage recruiting outcomes such as organizational attraction (e.g., Kristof-Brown, Zimmerman, & Johnson, 2005) As such, this dissertation seeks to increase our understanding of the causes of overall PO fit perceptions in the context of realistic early recruiting outcomes. Organizational brand image, individual affectivity, and measures of PO fit on specific work attributes are hypothesized to be related to job seekers perceptions of overall fit perceptions.
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Garcia, Maria Fernanda. "Antecedents of an interviewer's fit perceptions of an applicant: the role of actual and perceived similarity." Diss., Texas A&M University, 2004. http://hdl.handle.net/1969.1/2787.

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In this dissertation I will present and test a model linking actual applicant-interviewer demographic, human capital, and cultural capital similarity to an interviewer??s recommendation to hire. Actual similarity is proposed to influence an interviewer??s perceptions of similarity with an applicant. These perceptions, in turn, lead to the interviewer??s perceptions of the applicant??s Person-Organization (PO) fit and the applicant??s Person-Job (PJ) fit. Two main mechanisms are proposed to mediate the relationship between an interviewer??s perceptions of similarity and an interviewer??s perceptions of an applicant??s fit: liking and negative behavioral expectations. Lastly, both an interviewer??s PO and PJ fit perceptions of an applicant are posited to influence the interviewer??s recommendation to hire. A total of 118 interviewer-applicant dyads contacted through the Career Center Office at a University located in the southwestern United States participated in the study. Results partially support the model. An interviewer??s perceptions of similarity with an applicant are positively related to an interviewer??s fit evaluations. An interviewer??s negative behavioral expectations of an applicant mediate this relationship. Furthermore, perceived similarity is positively related to an interviewer??s liking of an applicant. In turn, liking is positively related to an interviewer??s PO fit perceptions. However, liking does not function as a mediator between perceived similarity and fit evaluations. Finally, fit evaluations are positively related to hiring recommendations. I discuss the main implications of the study as well as strengths, limitations, and future research.
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Daniels, Eric, and Mikael Persson. "Personalomsättning i säljande organisationer : En kvalitativ studie om chefens roll utifrån dimensioner av person-environment fit och role stress." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-16758.

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Syfte: Syftet med denna studie är att belysa chefens roll i förhållande till personalomsättning inom en säljande organisation, utifrån dimensioner av person-environment fit och role stress.   Metod: Utifrån studiens syfte har en kvalitativ metod använts. Data har samlats in genom semistrukturerade intervjuer. Materialet har analyserats och redovisats med hjälp av well-grounded theory.   Resultat & slutsats: Denna studie visar på chefers förståelse för vikten av att personer de anställer ska passa in i yrket och organisationen. De rekryterar främst efter personlighet och möjlighet att passa in i gruppen. Chefernas synsätt skiljer sig gällande överbelastning och stress. Det är svårt med gränsdragningen mellan privatliv och yrkesroll.   Förslag till fortsatt forskning: En intressant utgångspunkt för framtida forskning kan vara att jämföra om chefers uppfattning av de dimensioner vi undersökt överensstämmer med hur de anställda upplever dem.   Uppsatsens bidrag: Studien belyser dimensioner som påvisats ha samband med personalomsättning. Vi bidrar med chefens roll utifrån dessa, till skillnad från tidigare forskning som utgått från anställdas perspektiv.   Nyckelord: Personalomsättning, person-job fit, person-organization fit, role overload.
Aim: The aim of this study is to highlight the manager’s role related to turnover within a selling organization, by dimensions of person-environment fit and role stress.   Method: A qualitative method has been used, based on the aim of this study. Data has been collected through semi structured interviews. The empirical data has been analyzed and presented using the well-grounded theory.   Result & Conclusions: This study shows the managers understanding of the importance to hire people which fit both the job and the organization. They mainly hire people based on their personality and how they fit within the group. However, their vision is different regarding the role overload and stress. Managers have a hard time to draw a line between the private life and work.   Suggestions for future research: An interesting starting-point for future research could be to compare if the managers perception of our dimensions is consistent with the perceptions of the employees.   Contribution of the thesis: This study highlights dimensions, which have a significant relation to employee turnover. Our contribution is the manager’s perspective of these dimensions, compared to prior research, which has the employee’s perspective.   Key words: Employee turnover, person-job fit, person-organization fit, role overload.
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Crowe, Michelle. "The Influence of Referrals on the Importance of Person-Organization Fit." Xavier University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1510580522631262.

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Curry, Ryan Lee. "Effects of ethical congruence on person-organization fit and employee attitudes." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1899.

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By differentiating between the definitions of values and ethics, as well as contrasting value congruence with ethical congruence, this research aims to gain a greater understanding of person-organization fit.
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Foster, Katey E. "An Investigation of the Dimensionality of Fit in the Workplace." University of Akron / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=akron1367002812.

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Books on the topic "Person-organization fit"

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Nahavandi, Afsaneh. Organizational behavior: The person-organization fit. Upper Saddle River, N.J: Prentice Hall, 1999.

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Nahavandi, Afsaneh, and Ali R. Malekzadeh. Organizational Behavior: The Person-Organization Fit. Prentice Hall, 1998.

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Nahavandi, Afsaneh, and Ali R. Malekzadeh. Organizational Behavior: The Person-Organization Fit. Prentice Hall, 1998.

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van Vianen, Annelies E. M., and Irene E. De Pater. Content and Development of Newcomer Person–Organization Fit: An Agenda for Future Research. Oxford University Press, 2012. http://dx.doi.org/10.1093/oxfordhb/9780199763672.013.0008.

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O'Reilly, Charles A. People and organizational culture: A profile comparison approach to assessing person-organization fit. 1991.

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The Impact of Person-Organization Fit on Employee Attitudes and Outcomes (Mellen Studies in Business). Edwin Mellen Press, 2001.

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Caverhill, Karen Mary. The fit between person and organization in the context of worker co-operatives: exploring some major components. 1994.

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Kristof-Brown, Amy L., Christina S. Li, and Benjamin Schneider. Fitting In and Doing Good: A Review of Person–Environment Fit and Organizational Citizenship Behavior Research. Edited by Philip M. Podsakoff, Scott B. Mackenzie, and Nathan P. Podsakoff. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780190219000.013.26.

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This chapter presents a comprehensive review of the relationships between different types of person–environment (PE) fit—namely person–organization, person–group, person–supervisor, and person–job—and organizational citizenship behaviors (OCBs). Relying on both affinity and exchange explanations, we demonstrate that individuals who experience good fit are more likely to engage in OCBs. However, the strength of the relationship is contingent on many factors, especially with regard to the operationalization of fit (the kind of fit measure used), the characteristics on which fit is assessed (e.g., values, goals, personality), the types of OCBs studied (overall OCBs, OCBs focused toward the organization, and OCBs focused toward individuals), the source of the ratings of OCBs (self-report versus others’ reports), and the level of analysis (individual vs. unit). Mediators and moderators of the PE fit–OCB relationship are also reviewed. We conclude with recommendations for future research to better understand the PE fit–OCB relationship.
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Ainspan, Nathan D., and Kristin N. Saboe, eds. Military Veteran Employment. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190642983.001.0001.

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Companies that can hire and retain military veterans will have a strong competitive advantage over their competitors that lack this capability. This book will help business leaders obtain that advantage. The chapters in this book draw from the research and findings from Industrial/Organizational (I/O) psychology and Human Resources (HR) research to describe how to find, communicate with, recruit, develop, lead, and retain military veterans and their family members as civilian employees. Unlike other books on this topic that lack evidence-based content, this book draws upon science, research, and best practices to provide guidance organizations can implement to drive their success. Topics in this book include sourcing, communications, and recruiting military veterans and their spouses; reviewing résumés to extract cross-corporate competencies; branding your organization to successfully appeal to this population; understanding and challenging your misconceptions of the military and doing the same with veterans’ misperceptions of civilian employment; addressing culture mismatches between civilian and military cultures and improving cultural communication and understanding; improving person-job-organization fit for veterans and military family members to retain them in their jobs; providing culturally sensitive mentoring and leadership; understanding the training veterans receive and their personality traits and culture—and how these can benefit your organization; hiring and retaining wounded warriors and veterans with disabilities; creating and utilizing veteran mentoring programs and affinity groups; providing effective supervision for veteran employees; supporting National Guardsmen and Reservists working as civilian employees, and retaining these employees to gain a further competitive advantage for your organization.
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Book chapters on the topic "Person-organization fit"

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Boon, Corine. "Person–Organization Fit." In Encyclopedia of Business and Professional Ethics, 1–3. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-23514-1_53-1.

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Boon, Corine. "Person–Organization Fit." In Encyclopedia of Business and Professional Ethics, 1459–61. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-030-22767-8_53.

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Resick, Christian J., Tomas R. Giberson, Marcus W. Dickson, Kevin T. Wynne, and Linda M. Bajdo. "Person-Organization Fit, Organizational Citizenship, and Social-Cognitive Motivational Mechanisms." In Organizational Fit, 99–123. Chichester, UK: John Wiley & Sons, Ltd, 2013. http://dx.doi.org/10.1002/9781118320853.ch5.

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Van Vianen, Annelies E. M., J. W. Stoelhorst, and Marije E. E. De Goede. "The Construal of Person-Organization Fit during the ASA Stages: Content, Source, and Focus of Comparison." In Organizational Fit, 143–69. Chichester, UK: John Wiley & Sons, Ltd, 2013. http://dx.doi.org/10.1002/9781118320853.ch7.

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Othman, Abdul Kadir Bin, Nadia Parmila Binti Yunnus, and Masripan Salleh. "The Influence of Graduates’ Learning Competencies on Employability: The Mediating Effects of Person-Job Fit and Person-Organization Fit." In Contemporary Management and Science Issues in the Halal Industry, 355–72. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-2677-6_30.

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Kodden, Bas. "The Effect of Person-Organization Fit on Work Engagement and Performance." In SpringerBriefs in Business, 55–59. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46463-9_8.

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Furnham, Adrian. "Personality and individual differences in the workplace: Person–organization–outcome fit." In Personality psychology in the workplace., 223–51. Washington: American Psychological Association, 2001. http://dx.doi.org/10.1037/10434-009.

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Hartley, Phillip, and Rachel Trout. "Environmental Person-Organization Fit And The Importance Of Promoting Organizational Policy Internally." In Marketing Dynamism & Sustainability: Things Change, Things Stay the Same…, 71–74. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-10912-1_21.

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Gaffar, Muhammad Affan, Baso Amang, Ratna Dewi, and Gaffar. "Effect of Person-Organization and Person-Job Fit on Career Development: The Role of Proactive Behavior." In Proceedings of the 8th International Conference on Accounting, Management, and Economics (ICAME 2023), 367–79. Dordrecht: Atlantis Press International BV, 2024. http://dx.doi.org/10.2991/978-94-6463-400-6_27.

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Zhu, Qingsong, Jiong Chen, Nicholas Martin Ynami, and Yumeng Feng. "An Empirical Study on the Impact of Person–Organization Fit on Organizational Effectiveness." In Proceedings of the Eighth International Conference on Management Science and Engineering Management, 491–500. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-55182-6_42.

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Conference papers on the topic "Person-organization fit"

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Yu-qin, Xi. "The content of person-organization fit: A multidimensional framework." In 2011 International Conference on Management Science and Engineering (ICMSE). IEEE, 2011. http://dx.doi.org/10.1109/icmse.2011.6070006.

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Sun, Ying, Fuzhen Zhuang, Hengshu Zhu, Xin Song, Qing He, and Hui Xiong. "The Impact of Person-Organization Fit on Talent Management." In KDD '19: The 25th ACM SIGKDD Conference on Knowledge Discovery and Data Mining. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3292500.3330849.

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Miller, Jason. "Person-Organization Fit With Teaching Colleagues and Teacher Retention." In 2020 AERA Annual Meeting. Washington DC: AERA, 2020. http://dx.doi.org/10.3102/1574798.

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Wu Xiaojun and Li Shizong. "The Research on Knowledge Worker's Person-organization Fit (POF)." In 2010 3rd International Conference on Knowledge Discovery and Data Mining (WKDD 2010). IEEE, 2010. http://dx.doi.org/10.1109/wkdd.2010.31.

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Bo, Sun, and Zeng Zi-Jing. "Proactive Personality and Career Success: A Person-organization Fit Perspective." In 2014 International Conference on Economic Management and Trade Cooperation (EMTC 2014). Paris, France: Atlantis Press, 2014. http://dx.doi.org/10.2991/emtc-14.2014.4.

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Lutfi, Ikhwan. "How Fit Are the Person and Organization at UIN Jakarta?" In Proceedings of the 1st International Conference on Religion and Mental Health, ICRMH 2019, 18 - 19 September 2019, Jakarta, Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.18-9-2019.2293473.

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Wu, Chen, and Gao Wu. "Person-organization fit relationship with innovative performance of employees:A literature review." In 2017 International Conference on Education, Culture and Social Development (ICECSD 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/icecsd-17.2017.41.

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Arifin, Farah Fitriavida, Sinung Suakanto, Joko Siswanto, Alifiah Putri, and Irfan Darmawan. "Developing a Person-Organization Fit Method for Candidate or Employees Placement." In 2023 International Conference on Advancement in Data Science, E-learning and Information System (ICADEIS). IEEE, 2023. http://dx.doi.org/10.1109/icadeis58666.2023.10270963.

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Wang, Ping, Kechao Liu, and Jing Zhao. "Research on Evaluation Indicator System of Person-Organization Fit for Enterprise Technician." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5578065.

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10

Xiaojun, Wu, and Guan Peilan. "The Application of Person-Organization Fit to the Practice of Human Resource Management." In 2009 Fourth International Conference on Computer Sciences and Convergence Information Technology. IEEE, 2009. http://dx.doi.org/10.1109/iccit.2009.23.

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