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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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Winters, Brittney. "PERSON-CORPORATE SOCIAL RESPONSIBILITY FIT: CONSIDERING THE EFFECTS OF CORPORATE VALUES ON FIT WITHIN THE ORGANIZATION." CSUSB ScholarWorks, 2015. https://scholarworks.lib.csusb.edu/etd/255.
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Corporate social responsibility (CSR) is an expanding trend as more organizations have adopted various CSR policies. Due to this, CSR has been a growing topic in Business and Psychology research, especially on the micro-level of CSR’s effects on individual employee outcomes. In this study, we proposed a new sub-dimension of Person-Organization (P-O) fit, such that there’s a Person-CSR (P-CSR) fit: the perceived congruence between an individuals’ values with an organization’s CSR initiatives. We predicted that P-CSR fit would explain additional variance over and beyond P-O fit for organizational outcomes: organizational commitment, organizational identity, job satisfaction, and organizational citizenship behaviors. Further, we predicted the relationship between P-CSR fit and these organizational outcomes would be moderated by the individual’s social responsibility values. Using a sample of 230 participants, who worked for their current organization for an average of 2.92 years and an average of 35.10 hours per week, results of this study consistently found P-CSR fit to capture additional variance over and beyond P-O fit. However, this study did not find the predicted moderating relationships. This study provides important implications for organizations that do not have CSR established, organizations that have CSR but do not make it known, and organizations that have CSR that are not proactive nor reflective of their industry.
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Kutcher, Eugene James. "Assessing fit in the interview: How candidates consider content and context cues to Person Organization Fit." Diss., Virginia Tech, 2007. http://hdl.handle.net/10919/27655.
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The interview is the ideal opportunity for the job candidate to assess his/her fit with a potential employer. While much research from the recruiting literature shows that candidates' perceptions of PO Fit lead to important outcomes such as intentions to pursue a position and acceptance of job offers, fewer studies explore how such fit perceptions are formed. The current study utilized a policy capturing approach to model how individuals interpret and combine cues from the interview experience as they formulate their perceptions of PO Fit. The cues tested included interview question content and the contextual variables of interviewer behavior and interview process factors. College students read a series of interview scenarios where these cues were manipulated, and provided their reactions about PO Fit, as well as about fairness and the ultimate decision to pursue an employment relationship. Although values-related question content was predicted to be most influential in the determination of PO Fit, the contextual factors more strongly affected all outcomes. Furthermore, for many participants, the relationships between these contextual effects and the outcome variable (intention to continue in the selection process) were mediated by perceptions of PO Fit and fairness. Considerable intercorrelation among the three dependent variables was found, and could be attributed to limitations of the method employed or job seekers' generalized and non-focused reactions following interviews. Additional research is needed to further investigate PO Fit perceptions from interview stimuli; suggestions and implications are discussed.Ph. D.
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Palmer, Leah L. "Examining Quality of Hire as a Function of Person-Organization and Person-Job Fit at "PharmCo"." TopSCHOLAR®, 2015. http://digitalcommons.wku.edu/theses/1456.
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In response to the millennial job-hopping fad and increasingly low retention rates organizations are facing, it is more important than ever that the best-fit candidate is chosen for the position and the organization. There are two common ways fit is typically defined: person-organization (P-O) fit is the congruence between an employee and the characteristics of a company; person-job (P-J) fit is the match between an employee’s knowledge, skills, and abilities (KSAs) and the requirements of the job in the organization (Edwards, 1991; Kristof, 1996). A large pharmaceutical company developed a quality of new hire criterion measure as a function of both P-O fit and P-J fit; that measure is examined in the current study. Results were limited because there were only six quality of hire ratings for managers included in the data set. Furthermore, no significant differences were found in quality of hire ratings for individual contributors based on their division (i.e., human health, support function, scientist, manufacturing, or animal health). Because of limitations (e.g., small sample size) many ideas for future research are discussed.
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Wahlgren, Christoffer, and Anders Johansson. "Rekrytera rätt : En studie om rekrytering med fokus på matchning av individ och organisation." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-18986.
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Syftet med undersökningen är att skapa en förståelse för hur rekryterare tänker kring förhållandet mellan att passa in en nyanställd i organisationen (P-O fit) jämfört med att passa in en nyanställd för arbetsuppgifterna (P-J fit). För att kunna besvara syftet genomfördes en kvalitativ studie där sex intervjuer gjordes med rekryterare på olika företag som sedan tolkades med hjälp av meningskoncentrering, meningskategorisering och meningstolkning. Resultatet visade att P-O fit hade en större inverkan än P-J fit på den slutgiltiga bedömningen i rekryteringsprocessen och främst när det gällde mindre kvalificerade tjänster. Vid mer kvalificerade tjänster hade båda begreppen en likvärdig inverkan på bedömningen men det var en process där båda passformerna jämfördes med varandra och det fanns vissa minimikrav på kunskaper en person skulle ha. Utöver kunskapskravet ansågs det viktigt att personen som söktes fungerade bra med organisationen och grupperna i organisationen. För att göra en bedömning på passformen mellan individ och organisation bedömdes de sökande utifrån företagets uttalade värderingar alternativt utifrån den organisationskultur som råder inom företaget om de inte några hade uttalade värderingar. Detta utmynnade sedan till en implicit bedömning angående hur individen skulle passa in i företaget och dess kultur.The purpose of this study is to gain insight about recruiters perceptions of the relationship between compatibility of individual and the organization (P-O fit) compared to the compatibility of individual and job assignments (P-J fit). To answer the purpose six interviews were conducted including recruiters from different companies. These interviews were later summarized using methods that shorten the answers, categorized by interesting themes and finally presented in a way that connects them with the literature. The results of the study show that P-O fit had a greater impact on the final decision of the recruitment process than P-J fit when it comes to employments with low qualifications. When the employments qualifications are higher both concepts were equally important but they were assessed together on the basis of minimum requirements for the work tasks versus how good fit would be between the individual and the groups in the organization and the organization itself. To determine the fit between the individual and the organization the applicants were assessed based on the organizational core values or if no core values were present the organizational culture. This leads to an implicit evaluation of how the individual would fit into the organization and its culture.
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Nilsson, Jolin, and Nadja Blomkvist. "När magkänslan avgör : en studie mellan individ och organisation via rekryteringsprocessen." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-19704.
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Att genom rekryteringsprocessen söka finna en matchning mellan individ och organisation på en bredare basis än endast yrkeskompetens blir allt vanligare. Sådan rekrytering har fokus på överensstämmande värderingar och normer mellan den arbetssökande och organisationen, som ny medarbetare ska denne passa in i organisationen och dess kultur. Byråkrati, i sin tur, är den moderna statens vanligaste organisationsform och bygger i grunden på expertis, kunskap och professionen. Om trenden går mot att rekrytera med fokus på organisationen, dess kultur och att människor ska passa in i den, vad kan det innebära? På vilket sätt påverkas professionen av detta? Denna studie undersöker hur organisationer med uttalad fokus på matchning mellan individ och organisationskultur resonerar kring sin rekrytering och den inbördes organisationskulturen. Studiens empiriska resultat utgörs av kvalitativa intervjuer med rekryteringsansvariga vid fem organisationer som sedan analyseras och diskuteras. Resultatet är att dessa organisationer anställer endast när de säkerställt en matchning mellan den nye medarbetaren och organisationen men att yrkeskunskaper samtidigt är av stor vikt. Dessa organisationer ställer sig bortom den typiska hierarkin och det verkar som att det inom somliga branscher och yrkesgrupper skett en brytning av vissa byråkratiska principer. Vi hävdar att en följd av detta kan innebära ett slags maktskifte mellan profession och organisatorisk ledning.
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Forsberg, Adam, and Ringels Fanny Gullberg. "Styrning av generation y inom revisionsbranschen : En kvalitativ studie om P-O matchningen mellan generation y och en av de fyra största revisionsbyråerna." Thesis, Karlstads universitet, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-66325.
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Generation y has received a sad image of them as employees, which has led to that employer’s has started to see them as difficult to manage. Because of this, a large amount of the literature has started to focus on highlighting the manageability of the generation. Knowledge has been made by comparing the characters of generation y to older generations, which has created a rather one- sided understanding. In 2015 a study was published making speculations about a weak fit between the audit profession and generation y. The fit between organizations and their employees has in existing research been referred to as Person-Organization fit. This research shows that a weak fit between the two gives a negative effect on the organizations overall performance. At the same time a study shows that eighty percent of the workforce within on of the big four audit firms consists of individuals from generation y in 2016, which indicates a strong entrance in the profession by them. This creates a need to generate a stronger fit with the generation. However, there is a lack of studies that investigates the real dynamic between the two and makes suggestions on how the fit can be increased between the generation and the audit profession. Because of this, this paper has the purpose of examine the fit between generation y and one of the big four audit firms and to discuss suggestions on how the fit between the two can be increased. The study was performed through a qualitative interview study with fourteen respondents from the firm. The study’s result shows a stronger fit between the generation and the audit firm then previous literature has suggested but still some incongruence is present. The incongruence emerged from structural and cultural factors, which decreased the effect of the socialization process from the firm. A suggestion is made to widen the hierarchical structure. A change that need culture changes which is seen to even the work load and strenghten the link between advancement and reward which is seen to create incentives to advance within the firm. Keyword: Generation y, Person-Organization fitGeneration y har i den befintliga litteraturen fått ett tråkigt skimmer över sig som arbetstagare vilket bidragit till att arbetsgivare har börjat se dem som vanskliga att hantera. Detta har gjort att studier har växt fram som påvisat hanterbarheten av generation y. Kunskap har skapats genom att jämföra generation y:s karaktärer mot äldre generationer vilket bidragit till en relativt ensidig förståelse av generationen. År 2015 publicerades en studie som antyder om en svag matchning mellan generation y och revisionsbranschen. Matchningen mellan organisationer och dess anställda har i befintlig forskning benämnts som Person-Organization fit (P-O matchning). Denna forskning visar på att en svag matchning mellan de båda parterna kan resultera i negativa effekter på organisationers prestationsförmåga. Generation y utgjorde år 2016 cirka 80 % av arbetskraften inom en av de fyra största revisionsbyråerna, vilket indikerar på att generationen på allvar har gjort inträde inom branschen. På grund av detta är det av vikt att en stark matchning mellan parterna infinner sig. En avsaknad av studier som undersöker den verkliga dynamiken och kommer med förslag på hur matchningen kan ökas mot generation y inom revisionsbranschen går att utläsa. På grund av detta är denna uppsats syfte att undersöka hur P-O matchningen mellan generation y och en av de fyra största revisionsbyråerna ser ut samt diskutera förslag på hur matchningen kan ökas mellan de två parterna. Studien har bedrivits som en kvalitativ intervjustudie med fjorton respondenter inom revisionsbyrån. Studiens resultat visar på en starkare matchning än tidigare forskning antytt mellan parterna men fortfarande kvarligger ett antal inkongruenser. Inkongruenserna ses uppkomma av strukturella och kulturella faktorer som begränsar effekten av det närvarande socialiseringsarbete inom revisionsbyrån. Ett förslag ges om att bredda den hierarkiska strukturen inom revisionsbyrån. En förändring som ses kräva kulturförändringar vilket bidrar till en jämnare arbetsbelastning samt en förstärkt koppling mellan belöning och avancering för att skapa incitament för individerna att avancera inom revisionsbyrån.
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Sekiguchi, Tomoki. "The role of person-organization fit and person-job fit in managers' hiring decisions : the effects of work status and occupational characteristics of job openings /." Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/8771.
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Risman, Kelsey Lynn. "Individual Empathy, Person-Organization Fit, and Patient Care Quality: The Moderating Effect of Cohesion." University of Akron / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=akron1399477496.
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Turpin, James Christopher. "Executive search firms' consideration of person-organization fit in college and university presidential searches." W&M ScholarWorks, 2013. https://scholarworks.wm.edu/etd/1550154181.
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Edigin, Joseph. "Urban and Suburban Differences in Cultural Identification, Life-Guiding Principles, and Person-Organization Fit." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5460.
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Diversity practitioners in the United States have taken steps to implement programs for integration of people in organizations from across the socioeconomic and demographic spectrum. Despite changes in U.S. discrimination laws and work by diversity practitioners, maintaining equitable workplace diversity continues to be a problem in U.S. corporations. This correlational study was conducted to examine differences in life-guiding principles, urban identification, and person-organization fit between urban and suburban residents. A purposive sample of 180 adults was drawn in a voluntary online survey from industries in two U.S. representative counties with a mix of urban and suburban sprawl. This study was also conducted to further examine planned behavior, expectancy, normative social influence, and social impact theories by comparing how the independent variable of participant residence location affected the dependent variables of life-guiding principles, urban identification, and person-organization fit. T-test statistics were used to test mean differences in normally distributed data sets, and the Mann-Whitney U test was used for testing differences in non-normally distributed data sets. Test results revealed that there were differences in the dependent variables with a significant difference in urban identification for urban and suburban residents, confirming the hypothesis. Findings from this study may help diversity practitioners and organizational leaders understand the differences among urban and suburban residents. Study findings may also support organizations' social agenda toward addressing diversity issues and for narrowing career achievement gaps between urban and suburban residents through a better understanding of variations in culture.
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Ljungberg, Caroline, and Charlotte Nyström. "En levande organisation : En studie om rekrytering och organisationskultur." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-17138.
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Syftet med uppsatsen är att försöka få en inblick i hur viktigt det anses vara att en nyanställd ”matchar” en organisation i form av personlighet och värderingar, snarare än att denne besitter rätt yrkeskunskaper. Syftet är även att utreda om det finns en existerande organisationskultur på ett industriföretag, samt hur genomgående denna kultur verkar vara. Avslutningsvis har författarna försökt utreda hur nya medarbetare socialiseras in i den undersökta organisationens kultur. Resultaten är baserade på tre gruppintervjuer med operativ personal, intervjuer med två personer från organisationens ledningsgrupp, samt intervjuer med två olika rekryteringsföretag. Resultaten pekar på att en ”match” med organisationen upplevs vara viktig när det gäller grundläggande värderingar, men att olika personligheter uppskattas mer än lika egenskaper hos nyanställda. Resultaten tyder även på att socialiseringsprocessen kan ha en större betydelse för en upplevd samstämmighet med organisationen, än vad en tillämpad P-O- fit vid rekryteringen kan tänkas bidra till.The purpose with this study is to achieve a deeper knowledge and understanding for the perceived importance of using a Person-Organization fit in recruitment. The study also aims to investigate a possible existing organizational culture in an industrial company, and how concistent this culture seems to be throughout the organization. The authors have also tried to gain knowledge on how new employees are indroduced into this culture. The results are based on three group interviews with operational personnel, interviews with two persons from the manegerial group, and interviews with two recruitment firms. The results indicate that a Person-Organization fit is perceived to be important when it comes to some basic values. However, different personalities are more desirable within the investigated organization concerning recruits. Results also indicate that the socialization process, rather than an applied Person-Organization fit, might have a larger significance for a perceived congruence between personal and organizational values.
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Karakurum, Muge. "The Effects Of Person-organization Fit On Employee Job Satisfaction, Performance And Organizational Commitment In A Turkish Public Organization." Master's thesis, METU, 2005. http://etd.lib.metu.edu.tr/upload/12606110/index.pdf.
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The notion of person-organization fit (P-O fit) is concerned with identifying the antecedents and consequences of compatibility between employees and the
organizations in which they work, as part of interactional psychology. Literature on
consequences of P-O fit has demonstrated significant relationships with various
individual outcomes.
The main purpose of the present study was to examine the effects of P-O fit
operationalized as value congruence between the employee and the organization, on job
satisfaction, organizational commitment and performance of employees working in a
public organization at both individual-level and cross-level analysis by utilizing
multiple measures of fit. The secondary purpose was to compare multiple measures of
fit in terms of their power in predicting individual outcome variables and investigate the
level of association between direct and indirect fit and whether direct fit contributed to
prediction over and above indirect fit measures.
One hundred and eighty employees of a public organization filled out the
questionnaire. Cross-level analysis could not be performed because of inadequate level
of agreement between respondents. Results revealed that both direct and indirect fit
measures were significant predictors of individual outcome variables at individual-level
analysis except for supervisor ratings of task performance and overall performance,
which were solely predicted by direct fit. Direct fit was the most consistent and
effective predictor of individual outcome variables and made a consistent unique
contribution to prediction of outcome variables over and above indirect fit measures.
The results and implications of the study were discussed and limitations of the study
were addressed.
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Biedrzycki, Sonja-Blanca, and Dennis Vall. "Passar du in i organisationen? : En undersökning av relationen mellan Person-organization fit och arbetstillfredsställelse." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-33069.
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Syftet med studien var att undersöka om person-organization fit påverkar arbetstillfredsställelse. Vidare var syftet också att undersöka om kön och ålder påverkar person-organization fit och arbetstillfredsställelse. P-O fit är kongruensen mellan individens och organisationens mål eller värderingar. P-O fit är en faktor som påverkar arbetstillfredsställelse. Undersökningen utfördes genom en enkät som delades på sociala medier med totalt 106 respondenter mellan åldrarna 21 till 69. Alla deltagarna arbetade minst deltid upp till heltid. Enkäten baserades på Minnesota Satisfaction Questionnaire (MSQ) ochPerson-Organization Fit Scale (POFS). Resultatet visade att både P-O fit och ålder korrelerar med arbetstillfredsställelse. Vidare visade resultatet att män upplever högre skattad arbetstillfredsställelse. P-O fit är därför en viktig faktor som influerar den anställda att nå en hög arbetstillfredsställelse, eftersom en anställd vill arbeta på en organisation som är i samma linje som ens egna värderingar. Genom att uppleva hög arbetstillfredsställelse ökar även flexibiliteten vilket vidare bidrar till mer effektivt arbete från arbetstagaren.The purpose of the study was to investigate whether person-organization fit affects job satisfaction. Furthermore, the purpose was also to investigate whether gender and age affect person-organization fit and job satisfaction. P-O fit is the congruence between the individual's or the organization's goals or values. P-O fit is a factor that affects work satisfaction. The survey was constructed and shared on social media with a total of 106 respondents between the ages of 21 to 69. All participants worked at least part-time with most full-time. The survey was based on the Minnesota Satisfaction Questionnaire (MSQ) and the Person-Organization Fit Scale (POFS). The result showed that both P-O fit and age correlate with job satisfaction. Furthermore, the results showed that men experience higher estimated work satisfaction. P-O fit is therefore an important factor that influences the employee to achieve a high level of job satisfaction, since an employee wants to work at an organization that is in the same line as one's own values. By experiencing high job satisfaction, flexibility also increases, which further contributes to more efficient work on the part of the employee.
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RODRIGUEZ, CARINA VASCONCELLOS DE OLIVEIRA. "PERSON-ORGANIZATION FIT AND ENGAGEMENT OF EMPLOYEES IN A COMPANY IN CHANGE: A STUDY CASE." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2015. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=27287@1.
Full textAbstract:
O objetivo central desta dissertação foi analisar o alinhamento pessoaorganização
(Person-Organization fit ou P-O fit) e sua influência no engajamento
dos colaboradores de uma organização, através de um estudo de caso em uma
empresa multinacional do segmento industrial – empresa A – que está passando
por transformações e crescimento no Brasil. A pesquisa teve como base os
conceitos de P-O fit de Chatman (1989), Valores Pessoais de Schwartz (1994) e
Organizacionais de Oliveira e Tamayo (2004), assim como Engajamento no
Trabaho de Kahn (1990). Como este assunto possui uma grande aproximação com
a cultura organizacional, foi abordado o tema por Schein (2009). A metodologia
adotada para a pesquisa foi mista, através da combinação de métodos diversos de
coleta e análise de dados. Para a análise quantitativa, foi aplicadoum questionário
em 132 colaboradores, composto pelo questionário de Almeida e Sobral (2009),
versão validada no Brasil do Portrait Values Questionnaire PVQ-21 de Schwartz
(2001), pelo Inventário de Perfis de Valores Organizacionais (IPVO), de Oliveira
e Tamayo (2009) e também pela Escala de Engajamento de Trabalho (EEGT), de
Siqueira (2014). Por fim, para a pesquisa qualitativa foram realizadas a análise de
documentos internos, entrevistas semi-estruturadas em 15 colaboradores, assim
como a observação participativa em duas turmas de treinamento do programa
SOMOS A. Os resultados indicaram que não há a presença do alinhamento
pessoa-organização, possível consequência das mudanças culturais vividas na
empresa. Os estudos estatísticos demonstraram quais valores podem ter relação
significativa e impacto no engajamento dos colaboradores, concluindo-se a
relevante contribuição desta pesquisa.The main objective of this dissertation was to analyze the personorganization fit (P-O fit) and its influence on employee engagement in an organization, through a case study in a multinational company in the industrial segment – company A - that is under transformation and growth in Brazil. The research was based on the concepts of P-O fit by Chatman (1989), Personal Values by Schwartz (1994), Organizational Values by Oliveira and Tamayo (2004), and also of engagement at work by Kahn (1990). As this issue is closely linked to organizational culture, Schein (2009) was also taken into consideration. The methodology adopted for the research was mixed, combining various methods of data collection and analysis. Quantitative analysiswas made by a questionnaire, applied to 132 employees, comprising the validated questionnaire in Brazil by Almeida and Sobral (2009) of Portrait Values Questionnaire PVQ- 21(SCHWARTZ, 2001), by the Inventory of Organizational Values Profile (IPVO), by Oliveira and Tamayo ( 2009) and also the Working Engagement Scale (EEGT), by Siqueira (2014). Finally, qualitative research was conducted by analysis of internal documents, semi-structured interviews with 15 employees, as well as the participatory observation in two training sessions of the program We are A. The results indicated that there is no presence of the person-organization fit, possible consequence of the cultural changes experienced in the company. The statistical studies have shown wich values might have a meaningful relationship and impact on employee engagement, concluding the relevant contribution of this research.
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Kobaslic, Bojan, and Lilian Musonda. "The perfect job : a study of the relationship between employer branding and person organization fit." Thesis, Högskolan Kristianstad, Avdelningen för ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-18309.
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This research thesis has researched about how employer branding and its relationship to person - organization fit. It focuses on personality traits of applicants and how it can impact their attractiveness of the organization advertised in job adverts. The purpose of this research thesis is to explain what relationship employer branding via job advertisements has when it comes to establishing P - O fit. In this case between future business students and organizations. The thesis had a deductive approach a cross - sectional research design was applied. A quantitative research method (logistic regression) was used and came from primary data. The research findings show that employer branding has a positive relationship to creating attractiveness of firms and also has an impact upon person-organization fit. Our findings also indicated that personality characteristics is hard to categorize in order to see what specifically in employer value proposition can attract a specific employee preference. The limitations were the number of respondents, a larger sample unit could have impacted the results more. Also, using a qualitative method in terms of semiotics could give a more detailed output on respondents’ personality traits. The original value of the research thesis is that it focused specifically on business students and to what degree employer value proposition is related to person-organization fit.
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WU, chia-liu, and 武家騮. "Relationships between personality, person-job fit and person-organization fit." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/06669974490663924221.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系
97
Abstract Many studies of Five-factor model of personality had confirmed the positive relationship between Conscientiousness and performance. In recent years, management scholars have extensively examined the concept of person-job fit(P-J fit) and person-organization fit(P-O fit). The purpose of this research was to explore the moderator effects of personality on the relationship between P-J fit, P-O fit and performance. This research using a sample of 219 employees, the results from regression analyses indicate that: (1)Extraversion negatively moderates the relationship between Need-Supply fit and performance. (2)Agreeableness positively moderates the relationship between Need-Supply fit and performance. (3) Agreeableness negatively moderates the relationship between Demands-Ability fit and performance. (4) Conscientiousness-Openness positively moderates the relationship between Demands-Ability fit and performance. (5) Extraversion negatively moderates the relationship between general P-O fit and performance. Keywords: personality, person-job fit, person-organization fit, performance,
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HUANG, TZU-YI, and 黃慈儀. "The Relationships among Person-Job Fit, Person-Organization Fit, Person-Supervisor Fit, and Employee Engagement." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/a49ta9.
Full textAbstract:
碩士大葉大學
國際企業管理學系碩士班
106
Organizations or supervisors all want employees to do their best for the work. Because they can produce high job performance and bring great benefits to the organization. Organizations and supervisors also hope to recruit highly ngaged employees. There are many reasons that affect employee engagement. The incentives that organizations and supervisors can provide to employees are not absolutely good or bad.They are only suitable for individual employees. Therefore, this study explores whether it affects employee engagement from the perspective of fit. This study explore the relationships among person-job fit, person-organization fit, person-supervisor fit, and employee engagement. 255 questionnaires were collected in this study. The study found that whether it is person-job fit, person-organization fit, or person-supervisor fit, will affect employee engagement. The higher the degree of fit, the higher the degree of employee engagement. This study echoes the discussion in the relevant literature. The following hypotheses for the study are all established and recommendations are made to serve as a practical and academic reference. 1. There is positive relationship among person-job fit and employee engagement. 2. There is positive relationship among person-organization fit and employee engagement. 3. There is positive relationship among person-supervisor fit and employee engagement.
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CHIANG, CHIA-WEN, and 江佳文. "The Impacts of Person-Job Fit and Person-Organization Fit on Turnover Intention." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/ejn253.
Full textAbstract:
碩士銘傳大學
企業管理學系碩士在職專班
106
The purpose of this study is to discuss the impact of workers' person-job fit, person-organization fit, and professional contribution on retention tendencies, and sample them through Taiwan's regular employee authors to explore the factors that influence workers' continued business retention. Through the questionnaire survey method, the questionnaire was distributed on the Internet and paper. A total of 292 valid questionnaires was collected. SPSS was used for factor analysis, reliability analysis, descriptive statistical analysis, correlation analysis, regression analysis, and hierarchical regression analysis. According to the empirical results of the verification research hypothesis, it was found that: The two factors of personal work adaptation and personal organizational adaptation have a positive and significant impact on the contribution of dedication, and the contribution of dedication has a positive and significant impact on the retention tendency. In addition, through the regression analysis of the class, the dedication contributes to personal work. Adaptation, personal organization adaptation has the effect of partial mediation. Finally, based on the results of the research, specific practical recommendations were made to the organization and subsequent researchers.
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Yeh, Yu-Chun, and 葉郁君. "Leader-Member Relationship, Person-Supervisor Fit, and Outcomes: The Moderating Effects of Person-Organization Fit and Person-Group Fit." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/88942354922495521930.
Full textAbstract:
碩士國立臺灣大學
商學研究所
95
This study mainly examined the antecedences and outcomes of person- supervisor fit. Person- supervisor fit can be explained by leader-member relationship, including the relationship before and after co-working and can explain organization commitment, supervisor commitment, and intention to quit. Also, this study examined the moderating effects of person-organization fit and person-group fit to observe the interaction effect of different fits. This study has distributed 419 questionnaires, and there are 360 effective ones surveyed by 188 supervisors and 360 employees. Then, we adopt descriptive statistics, reliability, correlation, and regression analysis. In order to realize the moderating effects more precisely, we also adopt Edwards’(1991) Polynomial regression method to get 3D graphics. The result indicates that the better the relationship after co-working, the higher the person-supervisor fit which predicts higher organization commitment and supervisor commitment, and lower intention to quit. However, the relationship before co-working has no significant effects. Furthermore, person-organization fit and person-group fit really have moderating effects, and person-supervisor fit almost predicts whole supervisor commitment and intention to quit, so we can conclude supervisors indeed play important roles in Chinese context. Totally speaking, this study supplements the lack of related researches and tries using new statistics method to demonstrate the interaction effects of different fits, so this study can contribute on academic and practical fields.
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XIE, PIN-YI, and 謝品毅. "A Study of Person-Job Fit and Person-Organization Fit on the Job Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/cp8755.
Full textAbstract:
碩士大葉大學
管理學院碩士在職專班
105
In organization's constitution, the staff is the company most precious property, the enterprise when recruits the staff, at the work content to weigh registrant's ability, the skill, the values whether needs with the organization matches mutually suitably.The purpose of this research is to understand the current status of the person-job fit, person-organization fit and job performance of the office employees, and then analyze and discuss the difference of different personal background variables on the person-job fit, person-organization fit and job performance, and the correlation between the person-job fit, person-organization fit and job performance, and finally discusses the prediction status of the person-job fit and person-organization fit towards the job performance. In this study, research architecture, hypothesis and variables operational definitions were proposed after series of literature review. This research adopts questionnaire sampling, and 150pcs of formal questionnaires were issued, so that 134pcs were valid. Besides, this research carries out information analysis on the collected material through descriptive statistics, one-way analysis of variance, Pearson product-moment correlation, stepwise regression analysis, etc. From the information analysis on this research, the following conclusion can be achieved: 1. The office employee’s perspective on the whole person-job fit, person-organization fit and job performance is above the average level; 2. Each perspective of the person-job fit, person-organization fit and job performance of the office employees presents positive correlation, and reaches the level of obvious difference; 3.The correlation between the person-job fit, person-organization fit and job performance is remarkable, and each dimension of the person-job fit and person-organization fit has high degree of predictive power towards the job performance. Finally, according to the research process and conclusion, it puts forward specific suggestions as the reference for future researchers.
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KUO, SZU-YIN, and 郭思吟. "Person–job fit, person–organization fit and voice behavior: the mediating role of organizational identification." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/aa5n3e.
Full textAbstract:
碩士國立高雄師範大學
人力與知識管理研究所
107
This study aims to examine the correlations among person-job fit, person-organization fit and voice behavior, where organizational identification serves as a mediator. This research indicates five results. (1) person-job fit positively impacts on organizational identification. (2) person-organization fit positively impacts on organizational identification. (3) organizational identification positively impacts on voice behavior. (4) person-job fit positively impacts on voice behavior. (5) person-organization fit positively impacts on voice behavior. (6) organizational identification has partial moderating effect of person-job fit and voice behavior. (7) organizational identification has partial moderating effect of person-organization fit and voice behavior.
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Nan, Liou Chia, and 劉佳南. "Gender Congruence in Mentorship and Person-Organization Fit." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/54044740715540485539.
Full textAbstract:
博士大葉大學
管理研究所博士班
96
The study investigated the relationship between gender congruence in mentorship and person-organization fit. The analysis data were came from newcomers by questionnaires. Results of this study indicated that the person-organization fit on gender congruence were higher than gender in-congruence. The insight of relationship between gender congruence and person-organization fit was organization socialization, because newcomer copied with reality shocks by mentorship’s counseling function in organization socialization. And also found the relationship between gender congruence and person-organization fit were moderated by mentorship types. Research and practical implications of these findings are discussed.
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曾琡雅. "An Investigation of the Factors Influencing the Change of Person—Organization Fit and Person—Job Fit." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/53603927003524101475.
Full textAbstract:
碩士國立臺灣科技大學
企業管理系
92
Using 102 employees with various occupations and from a variety of organizations and industries, the current study investigates whether person-organization fit (P-O Fit) and person-job fit (P-J Fit) change over time, the change format, and the predictors of the changes. Surveys were distributed at 5 time waves when P-O Fit and P-J Fit were measured longitudinally. The technique of Latent Growth Modeling was used and the results show that: P-O Fit increased linearly over time, the Demands-Abilities Fit (one type of P-J Fit) increased over time as a curved line, and the Needs-Supplies fit (another type of P-J Fit) showed no change at all. The factors that led to the increase of P-O Fit included organizational socialization and Openness to Experience; predictors that accounted for the increase of Demands-Abilities fit consist of organizational socialization and helping behaviors. Finally, Extraversion and Openness to Experience affected the initial stage of P-O Fit while self-esteem and Conscientiousness affected the initial stage of Demands-Abilities fit. Key word: Person-Organization fit, Person-Job fit, demands-abilities fit, needs-supplies fit, task performance, organizational citizenship behavior, organizational socialization, self-esteem, extraversion, conscientiousness, openness to experience
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HSIEH, YUN-CHUANG, and 謝云嘉. "The Effect of Person-Organization Fit and Person-Job Fit on Work Behaviors － The Moderating Approach." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/24760672521234637494.
Full textAbstract:
碩士國立臺灣科技大學
企業管理系
93
This current study tested whether person-organization fit serves as a moderator between person-job fit and work behaviors and whether person-job fit works as a moderator between person-organization fit and work behaviors. Results from 67 managers and 328 employees who were from various jobs and organizations indicated that interaction effects between person-organization fit and person-job fit on work behaviors exist. The study used the moderated regression method to examine whether the moderating effect exists. Moderating effects were plotted to show the actual interactions. The results indicated that the interaction of person-organization fit and demands-abilities fit can affect task performance, and the interaction of person-organization fit and needs-supplies fit can affect courtesy, a dimension of organizational citizenship behavior. This study has managerial implications. It shows that the two fit concepts can interact with each other in leading to favorable employee performance. Human resource managers can use multiple selection criteria such as person-organization fit and person-job fit while deciding which candidate to pick. This will ensure that organizations obtain better-rounded candidates which has never been suggested in past research.
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Huang, Hsin-Chieh, and 黃信潔. "The Effect of Hospital Employees’ Communication Satisfaction on Person-Organization Fit ─ Person-Job Fit as the Moderator." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/438kt5.
Full textAbstract:
碩士長榮大學
醫務管理學系碩士班
103
Purposes One of the factors that contribute to the manpower shortage in the healthcare organizations is the lack of an appropriate channel for the lower-level employees to communicate their problems efficiently. This problem results in a low consensus and a poor person-organization fit between employee and organization and employees’ inability to seek after the vision and mission of the organization. Nevertheless, the employees are required to have not only the passion to achieve the vision and mission of the hospital, but also the professional competence to meet the job requirements. This study aimed to examine the impact of the communication satisfaction on the person-organization fit as well as the moderating role of person-job fit. Methods The study conducted a cross-sectional survey among employees from two regional level hospitals in Taiwan through a stratified sampling approach from the medical, technical, nursing, and administration departments. Among the 850 questionnaires that were distributed, 707 were responded and 637 were effective (with a 74.94% effective response rate). After data cleaning, descriptive analysis and difference test were conducted. Then a series of hierarchical regression analyses was implemented to examine the relationship between communication satisfaction and person-organization fit, and the moderating effect of person-job fit. Results The communication satisfaction of the employees positively influenced the person-organization fit, especially the communication satisfaction with their supervisors (β=0.457, p=0.000). In the hierarchical regression analysis, the interaction of communication satisfaction with personal-job fit significantly influenced the person-organization fit. An interference figure was obtained. Person-job fit was divided into "high groups" and "low groups", and the results show that the influence of communication satisfaction on person-organization fit for the "high group" employees was greater than the "low group" employees. Conclusions Healthcare organizations need to carefully examine the rights of the employees and listen to their opinions, especially through the communication between supervisor and employee in order to improve the person-organization fit. The study also shows the importance for the hospitals to examine the person-job fit of the employees in order to increase operational performance. Therefore, it is suggested that not only should healthcare organizations improve the communicative relationship with employees, they should also incorporate the person-job fit theory while hiring and new employees.
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"The relationship between person-organization fit and emotional intelligence." UNIVERSITY OF PHOENIX, 2009. http://pqdtopen.proquest.com/#viewpdf?dispub=3353756.
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Kung, Te-Lin, and 孔德麟. "The Research of Person-Organization Fit and Job Involvement." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/46684043389266286951.
Full textAbstract:
碩士中國文化大學
國際企業管理研究所
89
The purpose of the present study is to examine the relationship between per-son-organization congruence and job investment. In summary, what is the relationship between both of than? This is an unanswered question. The purpose of this paper is to explore their relationship. An analytical approach of methodology is applied to analyze the parsimonious relationship by the cross-sectional survey. The data is composed of service contact-employees and is collected by 450 ques-tionnaires. Customer contact-employees were asked about their levels of job standardi-zation, internal service quality, job satisfaction, organizational commitment, task uncer-tainty, charismatic leadership and innovative organizational culture. Of all samples, 50 different service firms responded by returning at least one questionnaire from an em-ployee (a total of 400 questionnaires); of these, seventy-six employees were unusable because they were incomplete. Completed questionnaires were returned by 342 con-tact-employees (72% response rate). Finally, the results indicate that job standardization is person-organization congru-ence will affect the job investment though the mediator of organization socialization. Base on the findings of this study, the following key suggestions are made: In the pro-cession of value-socialization, the organization should strengthen personnel identifyca-tion to enhance and change personnel work attitude, and then increase the personnel job investment. An individual to choice the organization except for the resources provide by organization, and should be more to comprehend that organization values, at the same time to look for the organization conviction is more approach, so personal will be good at the job represent, and obtain higher achievements.
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Jhan, Ya Lan, and 詹雅嵐. "The Research of Organizational Communication and Person-Organization Fit." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/94513915133670368426.
Full textAbstract:
碩士大葉大學
管理學院碩士在職專班
97
The purpose of this study is to investigate the relationship between organizational communication and person-organization fit. The sample was made up of 358 full-time enterprises employees. We analyzed the data by using hierarchical regression analysis. The result indicates that the more organizational communication is working, the more person-organization fit is. Discussion and suggestions for future research are provided. We hope that the findings will be valued for human resource managers.
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Yan, Wen-Chun, and 嚴雯君. "The Relationship between Workplace Friendship and Person-Organization Fit." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/63592533555349861583.
Full textAbstract:
碩士大葉大學
管理學院碩士在職專班
98
Past studies showed that person-organization (P-O) fit will affect employees’ job attitudes and organizational behaviors. However, little research is conducted examining the relationship between informal interpersonal relationship and P-O fit. Thus, the pur-pose of this study is to investigate the relationship between workplace friendship and P-O fit. Controlled variables included demographic variables, organizational climate and self-esteem. Data was collected from 270 school teachers through questionnaire survey. A hierarchical regression was used to analyze the data. The result indicated that workplace friendship is positively related to p-o fit. Discussion and suggestions for fur-ther studies are also provided.
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Darnold, Todd Christian Kristof-Brown Amy L. "Perceived person-organization fit moving beyond correspondence-based explanations /." 2008. http://ir.uiowa.edu/etd/200.
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Huang, Tzu Ling, and 黃子玲. "Person-organization fit : An inquiry study of organizational value." Thesis, 1993. http://ndltd.ncl.edu.tw/handle/46928694686205201175.
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Chang, Ching-Hsien, and 張靜嫻. "The Person-Organization Fit of Private Child Care Centers." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/c288ya.
Full textAbstract:
碩士國立臺灣師範大學
人類發展與家庭學系在職進修碩士班
97
Abstract Based on the fit theories by Kristof (1996) and Cable & DeRue (2002), this research covers the two facets of supplementary and complementary within the fit theory and uses a broad perspective to investigate the fit between early childhood educators and child care centers. Using the self-edited “Person- Organization Fit Questionnaire for private child care centers” as the tool, this research proceeds with the study on supplementary fit of early childhood educators, Needs-Supplies fit, and Demands-Abilities fit. The research utilizes a matching model, with the educators and directors in the private child care centers in Taipei City and County as samples. The important findings of this research: 1. According to results from factor analysis, the four major factors that affect the supplementary fit between early childhood educators and private child care centers are “team goals”, “personalities”, “behaviors/norms”, and “values”. The two major factors that affect N-S fit between educators and director are “financial and welfare”, and “psychological and opportunities-related”. The two major factors that affect D-A fit between centers and educators include “resources” and “KSAs-related”. 2. When we investigate the fit degree between early childhood educators and child care centers through the three aspects including supplementary fit, N-S fit, and D-A fit, we discover that, by comparison, the supplementary had a good fit between educators and centers, the D-A fit had a misfit between directors and educators, while N-S fit between educators and directors had a unfit. 3. In terms of the overall fit ranking, “participation in major policies” had a good fit while “the reasonability of early childhood work welfare” had a unfit in terms of supplementary fit between early childhood educators and child care centers. “Early childhood work providing the chances for interaction” had a good fit while “the assigned works corresponding to the professional expertise of educators” had a unfit in terms of N-S fit between early childhood educators and their directors. As for D-A fit between child care centers’ directors and early childhood educators, “possessing professional knowledge in early childhood work” had a good fit, while “the sense of mission in early childhood work” had a unfit. 4. The fit score of a single match of the measurement of absolute will not cause the scores to cancel each other out in the calculation process and can avoid the trouble of major fit categories being hidden. It can also allow one to observe clearly the fit degree differences between early childhood educators and child care centers, and is helpful in understanding the actual fit situations in all aspects. 5. The research of matching child care centers with early childhood educators reveals that educators think they are similar with the centers in four aspects including personalities, values, goals, and behaviors / norms. The satisfaction of educators’ needs being answered is lower than the degree by which the directors think the centers’ provisions are satisfying the educators. The degree by which the directors think educators’ abilities correspond to the work demands is higher than the degree by which educators think their abilities live up to the work demands. 6. Early childhood educators’ personal background variants such as age, years of experience in early childhood education, years of experience in current job, education level, the number of children in the institution, and monthly wage are all unrelated to fit. However, the different sizes of the child care centers have impact on supplementary fit degree and D-A fit degree. This research suggests the child care centers directors to care for the early childhood educators; as for the educators, they should likewise adhere to the long term goals held by the centers. Subsequent researches can use integrated fit theories as the premise to understand the impact different fit degrees pose on aspects including educators’ work performance, work satisfaction, educational resources, and the intention to leave the job. One can adopt random sampling with the research samples, or one can take samples according to the ratio of the employee numbers in the different centers. In terms of the calculation of the fit score, one can elaborate the differences score fit indices and explore the fit between educators and centers according to the absolute difference fit indices.
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郭睿杰. "Impacts of organization fit,person-job fit and person-supervisor fit on intention to stay of Republic of China Marine Corps." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/kku8n8.
Full textAbstract:
碩士國立高雄師範大學
事業經營學系
107
Drawing on the perspective of person-fit in workplace, this study examines the three kinds of fit, person-organization fit, person-job fit and person-supervisor fit, influencing on the intention to stay of R.O.C Marine Corps. Survey study of 445 participants served in northern and southern Marine Corps base. Results reveals all three fits, person-fit with organization, job and supervisor indeed positive related to intention to stay. The retaining effect induced by person-organization fit is higher than person-supervisor fit and sequentially, higher than person-job fit. The detailed analyses of each person-fit were also conducted individually in this study. Finally, the practical implications are discussed. Keywords: person-organization fit, person-job fit, person-supervisor fit, intention to stay, Marine corps
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Lin, I.-Chen, and 林懿貞. "The Effects of Organizational Culture and Person-Organization Fit on Learning Organization." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/06682095050807813202.
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碩士國立中央大學
人力資源管理研究所
90
ABSTRACT Developing learning organizations has become an imperative task for many managers, since an organization learning capability may be one of the major sources of sustainable competitive advantage of the firm. Thus, this study explores the relationship between three dimensions of a learning organization and the organizational culture. In addition, it also discusses the person- organization fit between individual expectation and practical organizational culture on the three of indicators of learning organizations. Organizational culture is operationalized as several dimensions, which include customer orientation, the basis of truth, rationality, nature of time, innovation and risk taking, participate in management and oriented to work or coworkers. The three indicators for a learning organization, which are developed by Watkins & Marsick , are individual learning, group learning and organizational learning. The structured equation model, LISREL, and hierarchical regression models are employed in this study to examine the proposed hypotheses. Our results show that five out of six culture factors, except for oriented to work, have strong effects on supporting a learning organization. The empirical results also demonstrate that the higher person - organizational culture fit, the more the organization is a learning organization.
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WU, BO YI, and 吳柏逸. "A Study of the Relationship Between Person-Organization Fit, Person-Job Fit and Career Planning from International Company." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/6h28jp.
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碩士大葉大學
國際企業管理學系碩士班
105
ABSTRACT Career planning is the direction which is the most important thing for the office worker. The person-organization fit and the person-job fit are also the factor to choose their career planning, the company all hope to retain talent worker and reduce the cost of training personnel, then make their career planning smoothly. This research aims to analyze the relationship between person-organization fit, person-job fit and career planning, and to test verify the interference effects of the company which is international or local, and then take the office workers as the objects of study by using the questionnaire survey procedure. The valid questionnaire return rate is 78%. Lastly, this research uses the regression analysis to study the relationship between the variables. The main findings of this study are as follows: 1. The career planning is significantly positive correlated with the person-organization fit and the person-job fit. It shows that the perfect career planning can make the person-organization fit and the person-job fit higher . 2. The company which is international or local has no impact between career planning, the person-organization fit and the person-job fit. In conclusion, the researcher provided some related suggestions according to the findings of this research. Keywords: career planning, person-organization fit, person-job fit
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Fang, Xu Yi, and 許宜芳. "The Impacts of Person－Organization Fit and Person－Job Fit on Work Effort－The Moderating Effect of Gender." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/25450728601697792471.
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碩士大葉大學
管理學院碩士在職專班
100
The purpose of this study is to investigate the impacts of salesman’s person- organization fit and person-job fit to work effort , and investigate if there exist moderate effect by gender or not. In total, 533 copies of an effective questionnaire were collected. The results of this re-search are below: 1. person-organization fit has a positive impact on work effort 2. person-job fit has a positive impact on work effort 3. gender does not interfere with salesman’s person- organization fit and work effort 4. gender does not interfere with salesman’s person-job fit and work effort
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Hu, Yi-Ting, and 胡宜婷. "The Impacts of Person-Organization Fit and Person-Job Fit on Work Attitude-The Case of Taiwan Power Company." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/98664096061727384372.
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碩士國立中山大學
人力資源管理研究所
94
In recent years there has been growing interest in the concept of Person-Environment（P-E）Fit. Under the umbrella term of P-E fit, researchers have distinguished between specific types of fit：Person-Organization（P-O）Fit and Person-Job（P-J）Fit . This study examines the employees’ actual P-O fit and perceived P-J fit, and both types of fit as predictors of work passion, job satisfaction and turnover intention. The Q-sort approaches and the Organizational Culture Profile（OCP）adapted from Cable and Judge（1996）were used as the instrument for assessing Person-Organization fit. Furthermore, this paper examines the potential interaction between the P-O fit and the P-J fit. If such an interaction is significant , both types of fit can be a moderator for each other. Survey data collected from 277 employees of Taiwan Power Company are analyzed. The results show that: （1）the person-organization fit calculated by correlating OCP1（characteristics of firms） and OCP2（individual preferences for the characteristics of firms） ranged from –1 to 1（the〝correlation coefficient〞is between -1 and 1 as expected）. （2）Both P-O fit and P-J fit have positive impact on work passion and job satisfaction, respectively.（3）Both P-O fit and P-J fit have negative impact on turnover intention.（4）No significant interaction was found between the two types of fit and they are weakly related（r=.043）
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Ku, Ling-Tsai, and 顧玲才. "Modeling the Relationships between Person-Job Fit, Person-Organization Fit and Organizational Commitments: Transformational Leadership as a Moderating Variable." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/93100164745239510138.
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碩士銘傳大學
企業管理學系碩士在職專班
100
In recent years, with the popularity of education, ascension of national education knowledge affects the job market by changing human structure, but salary level still maintains the same as 10 years ago, education background or ability did not bring about a positive effect, which caused the fit problem of work and organization. This research explores Person-job fit and the relationship of Person-organizational fit and Organizational commitments, regarding Transformational leadership as interference variables. With the financial employees as the research object, we issued 270 copies of questionnaires and received 244 valid ones. The multiple regression analysis shows that Person-job fit has positive relationship with organizational commitment. The same goes to that of Person-organizational fit and organizational commitment. The positive relationship of Person-job fit and organizational commitment will be enhanced by the influence of transformational leadership.
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CHIU, PO-HSIEN, and 邱博賢. "The Influences of Person–Organization Fit and Person–Job Fit on Contextual Performance: The Mediating Effect of Organizational Attachment." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9444s6.
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博士國立高雄第一科技大學
管理學院博士班
106
The purpose of this study is to verify and construct hypotheses and structural model with person-organization fit, person-job fit, organizational attachment and contextual performance. In the past studies, organizational attachment was seldom considered to play a mediating role, and thus its importance and mediating effect were not illustrated. The literature review discussed the definitions of fit, organizational attachment and contextual performance and their mutual effect are reviewed. The structured questionnaire was designed and questions are all based on the dimension developed by relevant research institutes at domestic and foreign research. The survey was directed at the employees from Taiwan’s lodging industry. The snowball sampling method was used. Two methods of interview and online survey were used. A total of 258 valid samples were collected. The statistical analysis software SPSS and PLS(Partial Least Squares)are used to analyze the outcome of the questionnaire. The results showed that: (1) The test of model and the analysis of path results show that a good mode fit is obtained with deletion of acting and relating dimension: reliability and validity of the structure model of "person-organization fit, person-job fit, organizational attachment and contextual performance " reach acceptable level; (2) person-job fit has a positive and significant effect on person-organization fit; both person-job fit and person-organization fit have positive and significant effect on organizational attachment; affective value has positive and significant effect dependence on organizational attachment; (3) on the basis of the overall effect, it has been found organizational attachment plays a partial mediating role in person-job fit but an integral mediating role in person-organization fit; and (4) according to the overall structural model, the direct effect of person-organization fit on contextual performance is not significant, while positive and significant effect of the person-job fit on contextual performance is the greatest. Finally, according to the study conclusions, strategies and methods can be provided for enterprises to reduce the high turnover rate and retain outstanding employees in terms of organizational manpower management and practical operation.
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CHANG, SHIH-CHUAN, and 張士娟. "A Study of Attendants’ Person Organization Fit and Turnover Intention." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/t4sy85.
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碩士元培醫事科技大學
醫務管理系碩士班
107
ased on the study of the individual group's job title, job satisfaction and turnover intention, the Taozhu Miao Changzhao institutional Taiwan care service staff is the main research object. A questionnaire survey was conducted, a total of 200 copies were distributed, and 155 valid questionnaires were collected. Descriptive statistics, t-test, single factor analysis of variance & post-mortem verification, statistical analysis of regression analysis, main findings: First, the self-confidence ability and training of the individual team can be relative to the work requirements, but the organizational culture and work expectations are not ideal. Second, the service staff self-confessed ability to meet the needs of the work,However, job satisfaction is low in terms of job promotion, stability, and status in society. Third, the content and conditions of the service staff cannot meet the individual expectations and the willingness to leave. 4. The personal service group of the servant with the C certificate is higher than the others. 5. Individual organizational fit and job satisfaction are self-changing, and the willingness to leave is a simple step-by-step regression analysis.The individuality of the service staff and the willingness to leave have a negative impact. The competent authority of the government supervises the implementation system of the agency,Assist the organization counseling staff to obtain a C-level license,Institutional managers improve labor conditions and welfare systems, and construct a promotion system.It can improve individual teamwork, job satisfaction, and reduce willingness to leave.