Journal Article10.1111/1464-0597.00051
Fits about fit.
304
TL;DR: The authors affirme dans cet article that deux traditions ont domine les recherches sur l'adequation personne-environnement, la tradition des differences individuelles et celle de la psychologie organisationnelle.
read more
Abstract: On affirme dans cet article que deux traditions ont domine les recherches sur l'adequation personne-environnement, la tradition des differences individuelles et celle de la psychologie organisationnelle. Je passe rapidement en revue ces traditions en exploitant cet ensemble d'articles comme illustratifs de ces traditions. L'avenement de recherches qui se penchent sur des realites nationales et culturelles (encourage par deux articles dans ce numero) peut etre a l'origine d'une nouvelle tradition. Je mentionne finalement que les travaux portant sur la personne et son environnement manquent de theorisations et d'investigations sur l'environnement. Cela est particulierement vrai en ce qui concerne le role des gens dans la construction des envrionnements et l'efficacite environnementale dans l'adequation personne-envrionnement. Je conclus en disant que les ajustements sur l'adequation sont salutaires parce que l'adequation est habituellement conceptualisee et operationalisee a partir de nombreuses perspectives aussi differentes qu'interessantes.
read more
Chat with Paper
AI Agents for this Paper
Find similar papers on Google Scholar, PubMed and Arxiv
Write a critical review of this paper
Analyze citations of this paper to find unaddressed research gaps
Citations
Consequences of individuals' fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit
TL;DR: In this article, a meta-analysis investigated the relationships between person-job (PJ), person-organization (PO), person group, and person-supervisor fit with pre-entry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure).
On the nature and importance of cultural tightness-looseness.
TL;DR: This article expands the dominant paradigm in cross-cultural research by developing a theory of cultural tightness-looseness (the strength of social norms and the degree of sanctioning within societies) and by advancing a multilevel research agenda for future research.
Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other?
TL;DR: In this paper, the authors examined whether the same personal and contextual characteristics that enhance innovation could also contribute to quality and efficiency, and demonstrated that people have the ability to both be creative and pay attention to detail.
819
Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory.
TL;DR: The authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit with employee affective organizational commitment and overall job performance.
725
The use of person-organization fit in employment decision making: an assessment of its criterion-related validity.
TL;DR: P-O fit's relations with job performance and turnover were partially mediated by work attitudes, and the lower 95% credibility values for the jobperformance and turnover relations included zero.
433