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

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Published: 4 June 2021
Last updated: 25 July 2025

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1

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 h
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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 recruiti
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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 per
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7

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
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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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9

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 organizationa
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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 an
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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 qu
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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 min
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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
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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 bee
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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 sur
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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
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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 organizat
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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 Satisf
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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.

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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 co
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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 reg
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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.

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碩士<br>國立高雄應用科技大學<br>人力資源發展系<br>97<br>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 t
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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.

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碩士<br>大葉大學<br>國際企業管理學系碩士班<br>106<br>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 st
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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.

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碩士<br>銘傳大學<br>企業管理學系碩士在職專班<br>106<br>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, reg
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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.

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碩士<br>國立臺灣大學<br>商學研究所<br>95<br>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 e
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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.

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碩士<br>大葉大學<br>管理學院碩士在職專班<br>105<br>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 performanc
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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.

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碩士<br>國立高雄師範大學<br>人力與知識管理研究所<br>107<br>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) org
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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.

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博士<br>大葉大學<br>管理研究所博士班<br>96<br>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
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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.

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碩士<br>國立臺灣科技大學<br>企業管理系<br>92<br>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,
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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.

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碩士<br>國立臺灣科技大學<br>企業管理系<br>93<br>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
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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.

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碩士<br>長榮大學<br>醫務管理學系碩士班<br>103<br>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 m
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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.

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碩士<br>中國文化大學<br>國際企業管理研究所<br>89<br>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 sta
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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.

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碩士<br>大葉大學<br>管理學院碩士在職專班<br>97<br>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.

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碩士<br>大葉大學<br>管理學院碩士在職專班<br>98<br>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
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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.

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碩士<br>國立臺灣師範大學<br>人類發展與家庭學系在職進修碩士班<br>97<br>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 matchi
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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.

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碩士<br>國立高雄師範大學<br>事業經營學系<br>107<br>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 perso
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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<br>國立中央大學<br>人力資源管理研究所<br>90<br>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 c
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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<br>大葉大學<br>國際企業管理學系碩士班<br>105<br>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
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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<br>大葉大學<br>管理學院碩士在職專班<br>100<br>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
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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<br>國立中山大學<br>人力資源管理研究所<br>94<br>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-Orga
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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<br>銘傳大學<br>企業管理學系碩士在職專班<br>100<br>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 obj
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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<br>國立高雄第一科技大學<br>管理學院博士班<br>106<br>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 base
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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<br>元培醫事科技大學<br>醫務管理系碩士班<br>107<br>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 t
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