Journal articles: 'Person-organization fit'

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

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

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

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

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

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The purpose of the article is to analyze the role of leaders in shaping different types of employee fit in the workplace. To complete this aim, research of literature and to‑date empirical studies devoted to this issue was conducted. The key activities of the leader that increase person–job fit are: modification of work environment, provision of resources, supporting the subordinates, developing employee competencies and creating attitudes. Person–team fit can be sustained by way of socialization, building positive group relations and facilitation of interactions, as well as creating positive organizational climate. In the case of increasing person–organization fit, it is essential to reinforce identification with the company and create group cohesion.

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Rahmadani, Vivi Gusrini, and Indah Rasulinta Sebayang. "The Influence of Person-Organization Fit and Person-Job Fit on Work Engagement Among Policemen in Sumatera Utara." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 4, no. 1 (2017): 45–51. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.41.1006.

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

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Penelitian ini bermaksud untuk melihat pengaruh person job fit terhadap komitmen organisasional dan organizational citizenship behavior (OCB), serta melihat pengaruh person organization fit terhadap komitmen organisasional dan organizational citizenship behavior (OCB). Peneliti melakukan reserch pada Kementerian PUPR Direktorat Jenderal Sumber Daya Air Balai Wilayah Sungai Sumatera II. Banyaknya jumlah populasi diperusahaan sekitar 400 orang, sedangkan sampel yang dipakai oleh peneliti sebanyak 200 orang dengan menggunakan metode rumus slovin. Pengumpulan data dilakukan dengan cara menyebar kuesioner. Hasil dari pengujian ini menunjukkan bahwa person job fit memiliki hubungan yang positif dan signifikan terhadap komitmen organisasional dan organization citizenship behavior (OCB), sedangkan person organization fit tidak memiliki hubungan positif dan signifikan terhadap komitmen organisasionla dan organization citizenship behavior (OCB). Tujuan dari penelitian ini adalah untuk membantu organisasi merekrut, menyaring serta penempatan para pekerja yang ingin bergabung di dalam organisasi secara teliti, agar organisasi memiliki sumber daya manusia yang berkualitas sehingga dapat mencapai tujuan utama suatu organisasi.

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Pudjiarti, Emiliana Sri, and Prihatin Tiyanto Priagung Hutomo. "INNOVATIVE WORK BEHAVIOUR: AN INTEGRATIVE INVESTIGATION OF PERSON-JOB FIT, PERSON-ORGANIZATION FIT, AND PERSON-GROUP FIT." Business: Theory and Practice 21, no. 1 (February 4, 2020): 39–47. http://dx.doi.org/10.3846/btp.2020.9487.

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In relation to the problem of SME productivity, it is necessary to investigate whether there is a problem of mismatch between workers and work and groups and corporate cultural values. This study aims to analyze whether the concept of innovative work behavior can mediate the relationship of person-job fit, person-organization fit and person-group fit to job performance. The study was conducted in the metal SME industry in Tegal Regency, with 256 respondents. Data collection tools use questionnaires and interviews. Data analysis is done with a structural equation model. Based on the results of the analysis, there is a positive relationship between variables. This illustrates that the challenges of SMEs in the future are to maintain the best human resources to remain committed to the organization. In maintaining its existence, alignment of individual values with work, organization and groups is the best tool to achieve goals through innovative changes in employee behavior, and also to lay a solid foundation in the recruitment and selection process of new employees that have the potential to increase job performance.

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Shah, Sheeraz, and Mehlab Ayub. "The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction." Journal of Entrepreneurship, Management, and Innovation 3, no. 1 (January 15, 2021): 57–76. http://dx.doi.org/10.52633/jemi.v3i1.51.

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

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Kim, Yeji, and Myungun Kim. "The Effect of Person-Organization Fit." Proceedings of the Annual Convention of the Japanese Psychological Association 74 (September 20, 2010): 3AM040. http://dx.doi.org/10.4992/pacjpa.74.0_3am040.

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CABLE, DANIEL M., and CHARLES K. PARSONS. "SOCIALIZATION TACTICS AND PERSON-ORGANIZATION FIT." Personnel Psychology 54, no. 1 (March 2001): 1–23. http://dx.doi.org/10.1111/j.1744-6570.2001.tb00083.x.

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Peng, Jui-Chen, Yin-Ling Lee, and Mei-Man Tseng. "Person–Organization Fit and Turnover Intention." Journal of Nursing Research 22, no. 1 (March 2014): 1–11. http://dx.doi.org/10.1097/jnr.0000000000000019.

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Farzaneh, Jaleh, Ali Dehghanpour Farashah, and Mehdi Kazemi. "The impact of person-job fit and person-organization fit on OCB." Personnel Review 43, no. 5 (July 29, 2014): 672–91. http://dx.doi.org/10.1108/pr-07-2013-0118.

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Purpose – Drawing upon the social exchange theory and empowerment theory, the purpose of this paper is to investigate the effect of perceived person-environment fit on organisational citizenship behaviour (OCB). Furthermore, this study assesses the roles of organisational commitment and psychological empowerment (PE) in this relationship. Design/methodology/approach – Respondents of this study were employees of the Iran Northeast Gas Transfer Company. Data were collected through conducting a survey on 500 employees, of which 412 questionnaires were used for further analysis. Confirmatory factor analysis, structural equation modelling, Baron and Kenny's (1986) procedure for examining mediator effect, and finally Zhao and Cavusgil's (2006) technique of evaluating moderator effect were utilised for the analyses. Findings – Results indicated that organisational commitment acts as a mediator between person-job (P-J) fit and person-organisation (P-O) fit and OCB. PE acts as a moderator between organisational commitment and OCB. Practical implications – This research has implications for approaches to human resource management in organisations. Originality/value – This study empirically synthesises the joint effect of P-O fit and P-J fit on a behavioural variable (OCB) in the social context of organisation and explains the mechanism of the effect. The pattern of relationships tested is relatively novel.

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Harefa, Cindy Eunike, and Nana Dyki Dirbawanto. "The Influence of Person Job Fit and Person Organization Fit on Organizational Commitment." Formosa Journal of Applied Sciences 3, no. 3 (March 27, 2024): 887–98. http://dx.doi.org/10.55927/fjas.v3i3.8035.

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This research aims to analyze the influence of person job fit and person organization fit on organizational commitment (study of employees of PT. Bina Media Perintis Medan). The influence between person job fit and person organization fit will be analyzed partially and simultaneously on organizational commitment. The form of research used for this research is quantitative with an associative approach. Sampling was carried out using a purposive sampling technique and used 40 respondents as samples. The results of the research conducted show that the variables person job fit (X1) and person organization fit (X2) have a significant effect on organizational commitment. The person job fit and person organization fit variables simultaneously influence organizational commitment (Y) with an R value of 0.929. Through the adjusted R square value, it is known that the person job fit and person organization fit variables contribute 85.5%.

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Überschaer, Anja, Matthias Baum, Bjoern-Thore Bietz, and Rüdiger Kabst. "The contingencies of person-organization fit perceptions." Journal of Managerial Psychology 31, no. 6 (August 8, 2016): 1021–39. http://dx.doi.org/10.1108/jmp-09-2014-0266.

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Purpose – The purpose of this paper is to build on previous studies on the link between objective and subjective person-organization fit (P-O fit) and argue that the strength between objective and subjective fit is contingent on advertisement attractiveness and organizational image. Accordingly, the authors observe if advertisement attractiveness and organizational image help to strengthen the objective-subjective P-O fit relation. Design/methodology/approach – The authors conduct a survey among 942 individuals and compare between prospective jobseeker (n=629) and actual jobseeker (n=313) subsamples. Findings – Generally, the authors show that ad advertisements positively moderates the relation between objective and subjective fit. Moreover, the authors show that advertisement attractiveness moderates the relationship between objective and subjective fit for prospective jobseekers while the moderating influence of advertisement attractiveness is not significant for actual jobseekers. Organizational image, however, is shown to act as a negative moderator, particularly for the actual jobseeker sample. Research limitations/implications – The authors aim to contribute to prior research by emphasizing how the link between objective and subjective P-O fit can be elevated by cues such as advertisement attractiveness and might be disturbed by a very good organizational image. Practical implications – This study informs practitioners how two important recruitment signals, job advertisement and organizational image, influence the transmission of objective into subjective fit and thus help firms to improve their recruitment efforts. Originality/value – Even though many studies support the effects of P-O fit on organizational attractiveness or application intentions, only little is known in terms of how the relationship between the two dimensions of P-O fit – objective and subjective fit – can be positively influenced. Hence, there is a lack of understanding of how firms can focus their recruitment efforts effectively on highly fitting individuals.

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Faisal, Shaha. "Job embeddedness and its connection with person-organization fit among Saudi Arabian employees." Problems and Perspectives in Management 20, no. 2 (June 3, 2022): 348–60. http://dx.doi.org/10.21511/ppm.20(2).2022.29.

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Job embeddedness and person-organization fit are two constructs that reflect employees’ attachment toward their organizations. While job embeddedness enhances employees’ affection, person-organization fit involves the value convergence with the organization. Therefore, the two constructs facilitate continuance in employment. The study attempted to identify the relationship between job embeddedness, person-organization fit, and human capital among the Saudi workforce. Data for the study were collected from 190 full-time employees employed in various organizations in Saudi Arabia. Convenient sampling was used to collect data. The respondents belong to different demographic categories. The data were analyzed using SPSS and structural equation modeling (SEM) techniques. Three hypotheses were formulated for the study to denote the relationships between the variables. For all the hypotheses formulated in the study, t-values (0.71, 0.88, and 0.84) showed a five percent level of significance. The research results thus indicated a significant positive relationship between job embeddedness, person-organization fit, and human capital. The relationship between the constructs and demographic variables was also examined. The findings are significant as the identified constructs help dealing with turnover intention, which is a bane for any organization. Therefore, the results could be used to identify retention strategies. AcknowledgmentsThis publication was supported by the Deanship of Scientific Research at Prince Sattam Bin Abdulaziz University, Alkharj, Saudi Arabia, under the Specialized Research Grant program with Grant No- 2020/02/17318.

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Hamstra, Melvyn R. W., Annelies E. M. Van Vianen, and Jessie Koen. "Does employee perceived person-organization fit promote performance? The moderating role of supervisor perceived person-organization fit." European Journal of Work and Organizational Psychology 28, no. 5 (June 18, 2018): 594–601. http://dx.doi.org/10.1080/1359432x.2018.1485734.

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Dhir, Swati, and Tanusree Dutta. "Linking supervisor-support, person-job fit and person-organization fit to company value." Journal of Indian Business Research 12, no. 4 (May 9, 2020): 549–61. http://dx.doi.org/10.1108/jibr-04-2019-0124.

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Purpose The purpose of this study is to quantitatively examine the impact of perceived supervisor support, person-job fit (PJF) and person-organization fit (POF) on the company’s value through job satisfaction (JS). Design/methodology/approach Data were collected from 220 respondents selected from different organizations in India using standard questionnaires. To estimate the hypothesized model fit indices, partial least square structural equation modeling were used. Findings Findings suggest that there is a significant relationship among supervisor support, PJF and POF with JS and perceives company value. Research limitations/implications Human resource (HR) professionals need to understand how they can help to increase the JS of employees before they decide on HR measures that would help improve the perceived contribution to company value. Originality/value Support from the superior induces a sense of value and worthiness to the employee, which, in turn, strengthens the relationship between the employees with his/her organization. Along with this PJF and POF are other significant factors for employee satisfaction. If the person likes the job or in other words if the prescribed job is suitable for the person, then the employee feels significant, which amplifies JS. The same is applicable for the POF. Consequently, the perceived contribution to company value increases.

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Nur Kusaeni. "PENGARUH PERSON ORGANIZATION FIT DAN PERSON JOB FIT TERHADAP KINERJA PEGAWAI DENGAN MEDIASI ORGANIZATIONAL CITIZENSHIP BEHAVIOR (Studi Pada Dindukcapil Demak)." Innovation, Theory & Practice Management Journal 2, no. 1 (January 16, 2023): 59–71. http://dx.doi.org/10.56444/jitpm.v2i1.378.

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Peningkatan kualitas sumber daya manusia merupakan hal yang patut diperhatikan karena faktor manusia sangat berperan dalam mencapai tujuan organisasi. Pengelolaan SDM yang baik merupakan suatu keharusan apabila organisasi ingin berkembang. Faktor-faktor yang dapat mempengaruhi kinerja karyawan, difokuskan pada tiga variabel person organization fit, person job fit dan organizational citizenship behavior. Tujuan dalam penelitian ini untuk mengetahui dan menganalisa pengaruh person organization fit dan person job fit terhadap organizational citizenship behavior, serta pengaruh person organization fit dan person job fit terhadap kinerja pegawai. Penelitian ini menggunakan metode kuantitatif yaitu penelitian yang menggambarkan atau menjelaskan pengaruh person organization fit dan person job fit terhadap kinerja pegawai dengan OCB sebagai variabel mediasi. Metode total sampling ini dipakai karena populasi relatif kecil (mudah dijangkau). Sampel dalam penelitian ini adalah 88 pegawai di Dindukcapil Kabupaten Demak. Penggunaan sampel berjumlah 88 responden. Hasil penelitian menunjukkan bahwa person organization fit dan person job fit berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Analisis lain juga menunjukkan bahwa person organization fit, person job fit, organizational citizenship behavior berpengaruh positif dan signifikan terhadap kinerja pegawai.

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Santos, Leonardo Blanco dos, and Silvia Marcia Russi De Domenico. "Person-organization fit: bibliometric study and research agenda." European Business Review 27, no. 6 (October 12, 2015): 573–92. http://dx.doi.org/10.1108/ebr-04-2015-0038.

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Purpose – The purpose of this paper is to propose a research agenda on person-organization fit (P-O fit). Design/methodology/approach – A systematic review of the literature from a bibliometric perspective is performed. All documents indexed in the Scopus database with the term “person-organization fit” in the title were mapped. Findings – An increasing interest in P-O fit since the 1990s is observed. Amy L. Kristof-Brown, affiliated to the University of Iowa, is the most productive author. All empirical studies from our sample used quantitative methodology and non-probabilistic sample, and 85.9 per cent of them were cross-sectional. The similarity conceptualization of P-O fit and the perceived fit perspective have been adopted more often. Job satisfaction, intention to leave and organizational commitment are the most studied outcomes of P-O fit. Research limitations/implications – By offering a general view of the production on P-O fit, the paper may be valuable not only for those who aim to start researching on the field, but also for practitioners who may benefit from an overview of the field to evaluate interventions to increase the fit between employees and organizations. Noticing the absence of publications from Latin America, and taking into account the positive outcomes of P-O fit to individuals and organizations, this paper aims to stimulate researchers from this region to develop research on P-O fit. Originality/value – Original insights for future research are presented: The need for qualitative studies to understand the individual perception of fit; the study of complementary P-O fit from a needs–supplies perspective; and the need to consider the multi-dimensionality of constructs that are taken as content of fit, which may offer a possible answer to Van Vianen’s (2001) claim about the “value of fit”.

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Wasaya, Allah, Wajid Hussain, and Zahra Masood Bhutta. "Determinants and Organization Citizenship Behavioral Outcomes of Employee Motivation: An Empirical Study." International Journal of Human Resource Studies 8, no. 2 (May 6, 2018): 227. http://dx.doi.org/10.5296/ijhrs.v8i2.12989.

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The purpose of this study is to highlight the role of person-organization fit, person-job fit and organizational culture toward organization citizenship behavior. Further, it analyses how employee motivation acts as a mediator between the relationship of person-organization fit, person-job fit, organizational culture and organization citizenship behavior.For analysis data was collected through a questionnaire based on adopted scales and the sample consisted of 350 employees of 3S dealers of automobile manufacturers in Multan district, Pakistan. Exploratory factor analysis and confirmatory factor analysis were conducted to provide statistical evidence for hypotheses. Person-organization fit, person-job fit and organizational culture were found significant in predicting organization citizenship behavior directly and through mediation. Further research should attempt to replicate the findings in other samples. In addition, researcher should investigate other significant variables affecting organization citizenship behavior. Implications of these findings suggest that for management development purpose, people should attempt to improve organization citizenship behavior to create person organization fit as well as organization culture and person job fit. This investigation contributes to the literature by identifying specific organization citizenship behavior rather than macro measures of organization citizenship behavior that are associated with different styles of fits and culture.

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Ali, Imran. "Examining the Role of Person-Environment Fit in Improving Teaching Satisfaction and Subjective Well-Being." International Journal of Asian Business and Information Management 8, no. 4 (October 2017): 1–14. http://dx.doi.org/10.4018/ijabim.2017100101.

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The current study examines the influence of person-environment fit constructs including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit between teaching satisfaction and life satisfaction among faculty members. The study uses data collected from 509 faculty members teaching in different colleges and universities of Pakistan. The study found significantly positive influence of all person-environment fit dimensions including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit on teaching satisfaction and life satisfaction perceptions among faculty members in Pakistan.

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Häkkinen, Reija A. "Effectuating Person-Organization Fit - Effectuation in Organizations." Journal of Entrepreneurial and Organizational Diversity 4, no. 2 (2015): 1–21. http://dx.doi.org/10.5947/jeod.2015.009.

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Jayanti, Hardani Dwi. "PENGARUH PERSON ORGANIZATION FIT TERHADAP KOMITMEN ORGANISASI." Edu Consilium: Jurnal Bimbingan dan Konseling Pendidikan Islam 3, no. 1 (February 27, 2022): 79–88. http://dx.doi.org/10.19105/ec.v3i1.5406.

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Komitmen organisasi didefinisikan sebagai tingkat karyawan sampai dimana karyawan mempunyai keyakinan dan menerima tujuan organisasi ataupun peraturan organisasi, serta berkeinginan untuk tinggal menetap diperusahaan atau meninggalkan perusahaan. Penyebab komitmen yang tidak dimiliki oleh individu ini akan menimbulkan permasalahan keluar masuknya karyawan dan sisi sosial organisasi memberikan ketidaknyaman. Dampak dari komitmen dan person organization fit ini memberikan sisi positif untuk perusahaan dalam hal budaya organisasi. Tujuan dari komitmen oraganisasi ini ialah untuk mengetahui faktor-faktor yang mempengaruhi person organization fit karyawan dilihat dari sisi kesesuaian budaya organisasi karyawan dengan perusahaan. Sehingga akan mengurangi permasalahan yang ada diperusahaan karena ketidaksesuaian individu dengan perusahaan. Manfaat penelitian terhadap kajian yang lebih komprehensif mengenai komitmen organisasi dan person organization fit yang diharapkan dapat memberikan keilmuan yang lebih komperhensif bagi keilmuan psikologi.

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Ramli, Abdul Haeba. "PERSON-ORGANIZATION FIT DALAM RANTAI DISTRIBUSI PEMASARAN." Jurnal Manajemen dan Pemasaran Jasa 12, no. 1 (April 1, 2019): 77. http://dx.doi.org/10.25105/jmpj.v12i1.3763.

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AbstractEmployee turnover in the poultry distribution company in Jakarta indicates low person-organization fit, organizational commitment and high turnover intention. The purpose of this study is to determine the effect of person-organization fit and organizational commitment on turnover intention. Quantitative methods are used in this study. The population for this research is the employees of a chicken distribution company in Jakarta with more than 2.000 people. The sampling technique used is purposive sampling with the number of samples of 128 peoples. Data collection technique uses questionnaires and regression analysis. Finding on the research results shows that there is positive and significant influence of person-organization fiton organizational commitment and negative and significant influence of person-organization fit on turnover intention, and also the influence of person-organization fit and organizational commitment on turnover intention.

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Youngs, Peter, Ben Pogodzinski, Erin Grogan, and Frank Perrone. "Person-Organization Fit and Research on Instruction." Educational Researcher 44, no. 1 (January 2015): 37–45. http://dx.doi.org/10.3102/0013189x15569531.

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Pujiastuti, Endah. "The Effect of Employer Brand on Employer Of Choice (EOC) Mediated By Per-son Organization Fit (PO-FIT) And The Moderation Role Of Social Media On The Relationship Of Person Organization Fit (PO-FIT) And Employer Of Choice (EOC) At STIBISNIS Polytechnic." Basic and Applied Computational and Advanced Research Journal 1, no. 2 (February 4, 2022): 69–76. http://dx.doi.org/10.11594/bacarj.01.02.04.

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The purpose of this study is to analyze the influence of the dimensions of the employer brand (work culture, ethics & CSR, diversity and salary & incentives) on person organization fit (PO-Fit). In addition, this study aims to analyze the dimensions of employer brand on employer of choice (EOC) mediated by person organization fit (PO-Fit). Furthermore, this study also aims to analyze the influence of person organization fit (PO-Fit) on employer of choice (EOC) and the role of social media moderation on the relationship of person organization fit (PO-Fit) and employer of choice ( EOC) on students of STIBISNIS Polytechnic. The method of data analysis used in this study was Structural Equation Modeling (SEM) using the SmartPLS application version 3.0. Data obtained through questionnaires distributed to 150 students of STIBISNIS Polytechnic. The first result shows that dimension of employer brand namely work culture and ethics & CSR has no effect on person organization fit (PO-Fit) while the other dimensions of employer brand are diversity and salary & incentives had a positive effect on person organization fit ( PO-Fit). Second result shows that Person Organization Fit (PO-Fit) are able to mediate the dimensions of employer brand (work culture, Ethics & CSR, Diversity and Salary & Incentives) towards employer of choice (EOC). The third result shows person organization fit (PO-Fit) has a positive effect on employer of choice (EOC). And the fourth result of this study shows that social media is able to moderate the influence of person organization fit (PO-Fit) on employer of choice (EOC) on students of STIBISNIS polytechnic from management and accounting program

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Boon, Corine. ""Person-Organization Fit, Person-Job Fit, and Turnover: The Role of Leader-Member Exchange"." Academy of Management Proceedings 2015, no. 1 (January 2015): 16558. http://dx.doi.org/10.5465/ambpp.2015.16558abstract.

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Cho, Yoon-Hyung, and Woo-Jae Choi. "Does Employees’ Creative Problem Solving Increased by Person-Job Fit and Person-Organization Fit?" Korean Corporation Management Review 24, no. 4 (August 31, 2017): 173–95. http://dx.doi.org/10.21052/kcmr.2017.24.4.07.

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KRISTOF-BROWN, AMY L. "PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON-JOB AND PERSON-ORGANIZATION FIT." Personnel Psychology 53, no. 3 (September 2000): 643–71. http://dx.doi.org/10.1111/j.1744-6570.2000.tb00217.x.

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Gunawan, Gianti. "Validitas dan Reliabilitas Konstruk Person-Organization Fit di Indonesia." Humanitas (Jurnal Psikologi) 4, no. 2 (August 29, 2020): 163–78. http://dx.doi.org/10.28932/humanitas.v4i2.2445.

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Budaya perusahaan merupakan pedoman bagi karyawan dalam melakukan pekerjaan. Karyawan dapat memberikan kinerja dengan baik jika karyawan memiliki kesamaan nilai yang dimiliki dengan perusahaan. Teori mengenai person-organization fit (Kristof-Brown et al, 2005) menjelaskan mengenai derajat kompatibilitas yang terjadi saat adanya kecocokan karakteristik individu dan lingkungannya, yang terukur melalui dimensi supplementary fit dan complementary fit. Berdasarkan teori tersebut dibuat alat ukur yang terdiri dari 31 item. Untuk mendapatkan instrumen person-organization fit yang reliabel dan valid, maka dilakukan penelitian tentang kualitas psikometris skala. Penelitian ini penting dilakukan mengingat di Indonesia sampai saat ini belum ada instrumen yang khusus digunakan untuk mengukur atau menilai person-organization fit karyawan. Uji validitas dan reliabilitas dilakukan dengan menggunakan CFA (Confirmatory Factor Analysis) kepada 460 karyawan. Berdasarkan uji validitas, diperoleh loading factor (?) untuk dimensi supplementary fit dan dimensi complementary fit lebih besar dari 0.5, sehingga mengindikasikan aitem-aitem dari kedua dimensi tersebut valid. Uji reliabilitas menunjukkan nilai CR (construct reliability) diatas 0.7 dan VE (variance extracted) diatas 0.5, sehingga dapat disimpulkan bahwa konstruk endogen memiliki validitas dan reliabilitas konstruk yang baik. Kata kunci : person-environment fit, person-organization fit, supplementary fit, complementary fit, confirmatory factor analysis

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Ermiş, Sermin Ağrali, Ünsal Altinişik, and Gül Eda Burmaoğlu. "Examination of the Prediction of Person-Job Fit on Person-Organization Fit from the Perspective of Academics." Journal of Educational Issues 7, no. 3 (December 26, 2021): 43. http://dx.doi.org/10.5296/jei.v7i3.19276.

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Educational institutions show their activities in an intense environment and lead the generations that will be the architects of the future. Considering the importance of education, it is important for academics to transfer their knowledge and experience to students by blending them with scientific data in this intense environment. However, in order for educational process to work efficiently, it is thought that the harmony of the person with his job and organization is the main point to be emphasized. In this context, this research aimed to determine the person-organization and Person-Job Fit of academics, to determine the relationship between these two variables, and to determine the predictive role of person-to-job fit on Person-Organization Fit working in the field of education. In this study, which was carried out in the relational screening model, the opinions of 403 academics were taken voluntarily. The “Personal Information Form” created by the researchers as a data collection tool in the research, and the “Person-Organization Fit Scale” developed by Netemeyer et al. (1997) and adapted to Turkish culture by Turunç and Çelik (2012) to measure the Person-Organization Fit and “Perceived Person-Job Fit Scale”, adapted to Turkish culture by Yaşar (2009) by benefiting from the researches of Cable and Judge (1996) and Saks and Ashforth (1997) was used to measure perceived Person-Job Fit. As a result of the analyzes made; It has been seen that there is a positive relationship between Person-Organization Fit and Person-Job Fit, and Person-Job Fit is a predictor of Person-Organization Fit. In addition, it was determined that the person-to-work and Person-Organization Fit of the academics were above the medium level. When the scale of Person-Organization Fit is examined, there is no difference in terms of gender, academic title and department of duty, but a significant relationship has been determined according to marital status. When the Person-Job Fit Scale was examined, it was determined that there was no relationship according to gender and the department, and there was a significant difference according to marital status and academic title.

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Arshad, Fozia, Sehrish Arshad, and Razia Bano. "Impact of Person-Organization-Fit on Patient Care Quality." Pakistan Journal of Medical and Health Sciences 17, no. 6 (July 6, 2023): 234–36. http://dx.doi.org/10.53350/pjmhs2023176234.

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Background: Person- organization -fit has great impact on patient care quality, without person-organization-fit patient care quality cannot be achieved. Today attention of health care organizations is diverted toward their benefit and they are not providing proper resources to staff nurses so, quality of patient care is compromised. Purpose of study: This research was done to determine impact of person-organization-fit on patient care quality. Methodology: A Quantitative, Descriptive, Cross sectional study done. Population was staff nurses of Services hospital Lahore, sample size was 150 with 5% of confidence error and 95% confidence interval. Research tool was adopted questionnaire on 5 points Likert scale (LS) with close ended questions. Descriptive statistics was used to measure demographic data. Linear regression was used to determine impact of person-organization-fit on patient care quality. Results: Study findings showed that there is strong positive relation between person- organization –fit and patient care quality. Moreover results showed reliability and validity of questions. 70% respondent’s values did not match their organizational values, 57.7% respondents not explaining procedure before perform,74% not encouraging patients for decision making, 62% respondents not involving patients in hospital care. Practical Implication: This study is beneficial for the organization as it will acknowledge health care organization about person-organization fit and patient care quality at their setting. It will help to improve patient care quality by making policies and rules to make their employees fit in an organization. This study will be beneficial for the employee as well as it will build them more professionally. They will be satisfied with their job performance and professional development. This study will be beneficial for organization as it will increase the productivity of organization. Conclusion: Study findings indicated that person -organization -fit has strong positive relation with patient care quality care quality; if person will be fit in organization patient care quality will be improved. Majority of respondents are not fit in their organization.70% nurses responded that their individual values did not match with their organizational values. Some respondents are providing some aspects of patient care quality but majority of respondents are missing important aspects of patient care quality. It is concluded that nurses are performing some aspects of patient care quality effectively but many other aspects are compromised due to person organization unfit. Person organization fit must be improved to improve patient care quality Keywords: POF Person- organization fit, Quality of patient care, Employees Satisfaction, LS Likert Scale, Productivity of organization.

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Sayuga, Hadad Dinanjar, Arie Ambarwati, and Rini Fatmawati. "Pengaruh Person-Job Fit dan Person-Organization Fit Terhadap Kinerja Karyawan PT. Sumatraco Langgeng Makmur." Jurnal Ilmiah Administrasi Bisnis dan Inovasi 7, no. 2 (January 10, 2024): 145–63. http://dx.doi.org/10.25139/jiabi.v7i2.5772.

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Penelitian ini dilatarbelakangi oleh fakta atau fenomena yang terjadi saat ini yaitu kesesuaian antara kepribadian dengan pekerjaan (Person-Job Fit) dan kesesuaian antara kepribadian dengan lingkuangan/budaya perusahaan (Person-Organization Fit) yang masih berpengaruh terhadap Kinerja Karyawan pada PT. Sumatraco Langgeng Makmur. Penelitian ini menggunakan pendekatan kuantitatif dan jenis penelitian yang digunakan adalah eksplanasi/hubungan. Sampel yang digunakan dalam penelitian ini berjumlah 225 responden. Hasil dari penelitian ini melalui metode regresi berganda dapat disimpulkan bahwa secara parsial variabel person-job fit memiliki pengaruh signifikan terhadap kinerja karyawan dengan nilai signifikansi 0,000 < 0,05 dan juga nilai thitung (5,577) > ttabel (1,972). Sedangkan variabel person-organization fit juga memiliki pengaruh signifikan terhadap kinerja karyawan dengan nilai signifikansi 0,000 < 0,05 dan juga nilai thitung (3,941) > ttabel (1,972). Secara simultan variabel person-job fit dan person-organization fit berpengaruh signifikan terhadap kinerja karyawan dengan nilai signifikansi 0,000 < 0,05 dan juga nilai Fhitung (42,088) > Ftabel (4,7).

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Nicol, Adelheid A. M., and Kevin Rounding. "The Moderating Role of Alienation on the Relation between Social Dominance Orientation, Right-Wing Authoritarianism, and Person-Organization Fit." Psychological Reports 115, no. 3 (December 2014): 710–24. http://dx.doi.org/10.2466/01.07.pr0.115c33z6.

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Right-Wing Authoritarianism and Social Dominance Orientation have been found to be related with Person-Organization fit. This study examined whether alienation also plays a role in the relation between Person-Organization fit and these two socio-political attitudes. Measures of Right-Wing Authoritarianism, Social Dominance Orientation, alienation, and Person-Organization fit were given to a sample of Officer Cadets ( N = 99; M age = 22.8 yr., SD = 5.4). The findings suggest that when individuals felt alienated, Social Dominance Orientation and Right-Wing Authoritarianism were not related to Person-Organization fit. When alienation was low, Social Dominance Orientation and Right-Wing Authoritarianism interacted to predict Person-Organization fit. Therefore, feelings of alienation can influence the perception of fit within an organization and the relation between perception of fit with Social Dominance Orientation and Right-Wing Authoritarianism.

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Ratih Indriyani and Monica Bellinda Sutanto. "PERANAN PERSON ORGANIZATION FIT DAN PERSON JOB FIT DALAM MENINGKATKAN JOB SATISFACTION DENGAN WORK ENGAGEMENT SEBAGAI MEDIASI." Majalah Ekonomi 26, no. 1 (July 19, 2021): 8–28. http://dx.doi.org/10.36456/majeko.vol26.no1.a3950.

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Job satisfaction is an important factor in achieving the sales person's self-compatibility with the work environment. Conformity in question is the suitability of individual values with person organization fit and the suitability of individual characteristics person job fit. With this suitability, work engagement will be higher. This study was conducted to analyze the effect of person organization fit and person job fit on job satisfaction through work engagement. This type of research is quantitative research with purposive sampling technique. Research data were collected by distributing questionnaires to all sales persons of PT World Innovative Telecommunication answers to the questionnaire collected as many 220 respondents. The data was processed using partial least squares (PLS) data analysis techniques. The results of the study stated that person organization fit and person job fit had an effect on job satisfaction through work engagement. This proves that work engagement can significantly mediate the effect of person organization fit and person job fit on job satisfaction sales person PT World Innovative Telecommunication.

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Indarto, Bayu, Johanis Souisa, and Vicky Nesriyan Dewi Shofiana. "Pengaruh PO-Fit dan Employee Engagement Terhadap Kinerja Personel Koramil 03 Semarang dengan OCB sebagai Variabel Intervening." Jurnal Disrupsi Bisnis 6, no. 6 (December 11, 2023): 636–44. http://dx.doi.org/10.32493/drb.v6i6.34620.

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Penelitian ini bertujuan untuk menganalisis dan mendeskripsikan pengaruh Person Organization Fit dan Employee Engagement terhadap Organizational Citizenship Behavior, pengaruh Person Organization Fit dan Employee Engagement terhadap kinerja, pengaruh Person Organization Fit dan Employee Engagement terhadap kinerja dengan Organizational Citizenship Behavior sebagai variabel intervening pada Koramil 03 Semarang Utara Timur. Responden yang digunakan pada penelitian ini adalah seluruh personel Koramil 03 Semarang Utara Timur, sebanyak 45 orang. Teknik sampel yang digunakan adalah metode sampel jenuh. Teknik analisis data dengan menggunakan regresi linier berganda. Hasil yang didapat pada penelitian ini adalah Person Organization Fit berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior, Employee Engagement berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior, Person Organization Fit berpengaruh positif dan signifikan terhadap Kinerja, Employee Engagement berpengaruh positif dan signifikan terhadap Kinerja, Organizational Citizenship Behavior berpengaruh positif dan signifikan terhadap Kinerja, Organization Citizenship Behavior dapat memediasi secara efektif hubungan antara Person Organization Fit terhadap kinerja, Organization Citizenship Behavior dapat memediasi secara efektif hubungan antara Employee Engagement terhadap kinerja.

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Krisna, Gusti Ayu, and I. Gusti Ayu Dewi Adnyani. "KEPUASAN KERJA MEMEDIASI PENGARUH PERSON-ORGANIZATION FIT TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN BBPOM DENPASAR." E-Jurnal Manajemen Universitas Udayana 10, no. 3 (March 24, 2021): 250. http://dx.doi.org/10.24843/ejmunud.2021.v10.i03.p03.

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Penelitian ini dilakukan pada Balai Besar Pengawas Obat dan Makan di Denpasar dengan melibatkan 99 responden dengan teknik pengumpulan sampel total. Pengumpulan data menggunakan kuesioner dan dianalisis dengan analisis jalur. Hasil penelitian menemukan Person-Organization Fit berpengaruh positif dan signifikan terhadap komitmen organisasional. Person-Organization Fit berpengaruh positif signifikan terhadap Kepuasan Kerja. Kepuasan kerja berpengaruh positif dan signifikan terhadap Komitmen Organisasional. Kepuasan Kerja mampu secara positif memediasi pengaruh Person-Organization Fit terhadap Komitmen Organisasional. Hasil penelitian ini memberikan sebuah implikasi kepada pihak Balai Besar Pengawas Obat dan Makanan mengenai Person-Organization Fit tidak sesuai dan Kepuasaan Kerja yang rendah secara nyata dapat menurunkan Komitmen Organisasional, ketika Person-Organization Fit sesuai maka dapat meningkatkan Kepuasaan Kerja yang dirasakan oleh karyawan menjadi semakin kuat sehingga berpotensi meningkatkan Komitmen Organisasional. Kata kunci : person-organization fit, kepuasan kerja, komitmen organisasional

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Putri, Rizqi Anggraheni Rasito, and Parmin Parmin. "Pengaruh Person Job Fit, Person Organization Fit Terhadap Komitmen Organisasi dengan Job Satisfaction sebagai Variabel Intervening." Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 4, no. 5 (August 24, 2022): 597–612. http://dx.doi.org/10.32639/jimmba.v4i5.155.

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This study aims to analyze the level of commitment of non-civil servant employees at the Kebumen Samsat Office. This study uses the variables Person Job Fit and Person Organization Fit to analyze the effect of Non-PNS Employee Organizational Commitment. In addition, this study uses the Job Satisfaction variable as an intervening variable to analyze the effect of Person Job Fit, Person Organization Fit on Organizational Commitment of Non-PNS employees at the Kebumen Samsat Office. The population in this study were non-civil servants at the Kebumen Samsat Office, amounting to 39 people. The sampling technique used is a saturated sample so that the entire population is used as a sample. Data collection techniques using a questionnaire. Data analysis used is validity test, reliable test, classic assumption test, hypothesis test, correlation analysis, Sobel test and path analysis. Data processing tools using SPPS 25.0 for windows. The results of this study indicate that Person Job Fit has a positive and significant effect on Job Satisfaction. Person Organization Fit does not directly affect Job Satisfaction. Person Job Fit has a positive and significant effect on Organizational Commitment. Person Organization Fit has a positive and significant effect on Organizational Commitment. Job Satisfaction has a positive and significant effect on Organizational Commitment. Job Satisfaction can mediate the influence of Person Job Fit on organizational commitment. Job Satisfaction can mediate the influence of Person Organization Fit on Organizational Commitment.

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Wulandari, Windy Delvyana. "Linking Person Job Fit, Person Organization Fit and Organizational Culture to Employee Performance in Islamic Banks: the Mediating Role of Job Motivation." Journal of Islamic Economic and Business Research 1, no. 2 (December 30, 2021): 125–39. http://dx.doi.org/10.18196/jiebr.v1i2.17.

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Adaptability to the work environment affects employee's work attitude in the organization. This ability can be seen from the influence of person job fit, person organization fit, and organizational culture accumulating into employee work motivation. This study aims to examine the effect of person job fit, person organization fit and organizational culture on employee performance with work motivation as a mediating variable. The object of this research was BPRS Madina Yogyakarta and BPRS Bangun Drajat Warga Yogyakarta. In this quantitative research, the data were collected through a questionnaire distributed to employees of the two BPRS. The questionnaire involved 65 respondents and was analyzed using the SPSS 23. The results showed a positive influence between person job fit on work motivation, person organization fit had no effect on work motivation, organizational culture had a positive effect on work motivation, work motivation had an effect on positive effect on employee performance, person job fit brought a positive effect on employee performance, person organization fit had no effect on employee performance, and organizational culture had no positive effect on employee performance.

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Rifqi, Mohammad Fa'iqur, and Lilis Sugi Rahayu Ningsih. "Pengaruh Person Organization Fit dan Person Job Fit Terhadap Kinerja Karyawan Pada Kopontren MBS Water Suci Manyar Gresik." BIMA : Journal of Business and Innovation Management 4, no. 2 (February 5, 2022): 209–22. http://dx.doi.org/10.33752/bima.v4i2.292.

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This study aims to determine the effect of Person Organization Fit and Person Job Fit on Employee Performance in the Kopontren MBS Water Suci Gresik. This type of research used in this research is quantitative with associative analysis. The sampling technique used was a simple random sampling technique with a sample size of 40 Kopontren MBS Water Suci Gresik employees. This study uses data collection techniques using questionnaires, interviews, documentation and observation. In analyzing data using statistical methods using validity and reliability, classic assumption tests, and hypothesis testing with multiple linear regression formula. The results showed that, (1) Person Organization Fit Influenced Employee Performance in the Kopontren MBS Water. (2) Person Job Fit has a Significant Effect on Employee Performance in MBS Water Co-Controllers. (3) Person Organization Fit and Person Job Fit Have Simultaneous Effect on Employee Performance in the Kopontren MBS Water. Keywords: Person Organization Fit; Person Job Fit; Employee Performance

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Mahardika, Cicilia Permataning, Handriyono Handriyono, and Diana Sulianti K. Tobing. "The Effect of Person Job Fit and Person Organization Fit on Turnover Intention with Employee Engagement as an Intervening Variable (Empirical Study on Employess of the Sales Promoter Division of Realme Big Jember)." East Asian Journal of Multidisciplinary Research 2, no. 12 (December 18, 2023): 4815–26. http://dx.doi.org/10.55927/eajmr.v2i12.6874.

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This research aims to determine the influence of person-job fit and person-organization fit on turnover intention with employee engagement as an intervening variable. This research is quantitative research with an explanatory type of research. The sample used was 114 respondents who were employees of the sales promoter division of Realme Big Jember using a simple random sampling technique. The data collection method used a questionnaire and then analyzed using the SEM-PLS method via SmartPLS 3. The results of the study stated that 1) Person job fit did not affect turnover intention, 2) Person job fit affected employee engagement, 3) Person organization fit affected turnover intention, 4) Person organization fit influences employee engagement, and 5) Employee engagement does not influence turnover intention. Another conclusion regarding the indirect influence of employee engagement is that it is unable to mediate the influence of person-job fit and person-organization fit on turnover intention.

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Aktaş, Mert. "Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship." Cross Cultural Management 21, no. 3 (July 29, 2014): 290–305. http://dx.doi.org/10.1108/ccm-08-2011-0074.

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Purpose – The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship. Design/methodology/approach – The survey data were collected from 426 employees of a holding company. Findings – The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship. Originality/value – This research adds a cultural component to the person-environment fit research.

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Berisha, Gentrit, and Rrezon Lajçi. "Fit to Last? Investigating How Person-Job Fit and Person-Organization Fit Affect Turnover Intention in the Retail Context." Organizations and Markets in Emerging Economies 11, no. 22 (December 30, 2020): 407–28. http://dx.doi.org/10.15388/omee.2020.11.40.

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Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization, as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effect on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.

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Robbie, R. Iqbal, Nur Kholis Majid, and Khusnul Rofida Novianti. "Unlocking Performance: Person-Organization Fit and Job Satisfaction." JBMP (Jurnal Bisnis, Manajemen dan Perbankan) 10, no. 1 (April 6, 2024): 67–74. http://dx.doi.org/10.21070/jbmp.v10i1.1932.

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This quantitative study looks at the impact of person-organization fit on employee performance, including work happiness as an intervening variable, at PT. Victory International Futures. Using a saturation sampling strategy, the complete population of 150 employees was questioned via questionnaires. The data was analyzed using Smart PLS. The results show that person-organization fit has a strong positive effect on job satisfaction and employee performance. Furthermore, job happiness was proven to have a considerable impact on employee performance. The findings highlight the relevance of person-organization fit in improving employee performance, with job happiness serving as a key intermediary mechanism. This study contributes to the academic literature by filling gaps in our understanding of the relationship between person-organization fit, job satisfaction, and employee performance, thereby enhancing theoretical frameworks and providing insights for organizational practice.

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Seong, Jee Young. "Person–organization fit, family-supportive organization perceptions, and self-efficacy affect work–life Balance." Social Behavior and Personality: an international journal 44, no. 6 (July 15, 2016): 911–21. http://dx.doi.org/10.2224/sbp.2016.44.6.911.

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I investigated the effects of person–organization (PO) fit, family-supportive organization perceptions (FSOP), and self-efficacy on work–life balance (WLB), using a sample of 765 employees of a Korean manufacturing company. Participants completed measures of PO fit, FSOP, self-efficacy, and WLB. Results revealed a main effect of PO fit on WLB, and a 3-way interaction among PO fit, self-efficacy, and FSOP as predictors of WLB. In terms of practical implications, my results suggest that WLB can be improved by enhancing PO fit, FSOP, and self-efficacy. Further implications for research and practice are discussed.

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Abdalla, Ahmed, Ahmed Elsetouhi, Abdelhakim Negm, and Hussein Abdou. "Perceived person-organization fit and turnover intention in medical centers." Personnel Review 47, no. 4 (June 4, 2018): 863–81. http://dx.doi.org/10.1108/pr-03-2017-0085.

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Purpose The purpose of the paper is to fill gaps in the existing fit and turnover intention (TI) literature by investigating a more comprehensive model, in which TI is proposed to be influenced by the interplays of three multidimensional types of fit including, person-organization (P-O) fit, person-group (P-G) fit, and person-job (P-J) fit. Design/methodology/approach Participants were selected from different specializations within Mansoura University medical centers, where each medical center was represented proportionately within the sample. Data were collected using self-administered questionnaires. Questionnaires were provided to 850 employees who agreed to participate. Of the 850 questionnaires distributed, 385 were valid and complete (n=385). Partial least squares analysis was utilized for the analyses. Findings Results showed that P-O fit, P-G fit, and P-J fit were positively related to each other and negatively related to TI. Furthermore, the negative relationship between P-O fit and TI is partially mediated by P-G fit and P-J fit. Originality/value The present study simultaneously examines the multidimensional effects of different fit perceptions on TI. In doing so, we identify which of the fit perspectives influence TI more intensely. Moreover, the authors advance current insights by investigating the mediating roles of P-G fit and P-J fit in the relationship between P-O fit and TI.

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KRISTOF-BROWN, AMY L., RYAN D. ZIMMERMAN, and ERIN C. JOHNSON. "CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META-ANALYSIS OF PERSON-JOB, PERSON-ORGANIZATION, PERSON-GROUP, AND PERSON-SUPERVISOR FIT." Personnel Psychology 58, no. 2 (June 2005): 281–342. http://dx.doi.org/10.1111/j.1744-6570.2005.00672.x.

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Sekiguchi, Tomoki, and Vandra L. Huber. "The use of person–organization fit and person–job fit information in making selection decisions." Organizational Behavior and Human Decision Processes 116, no. 2 (November 2011): 203–16. http://dx.doi.org/10.1016/j.obhdp.2011.04.001.

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Deniz, Nevin, Aral Noyan, and Öznur Gülen Ertosun. "Linking Person-job Fit to Job Stress: The Mediating Effect of Perceived Person-organization Fit." Procedia - Social and Behavioral Sciences 207 (October 2015): 369–76. http://dx.doi.org/10.1016/j.sbspro.2015.10.107.

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Journal articles on the topic 'Person-organization fit'

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