Issues of Person-Organization fit

Perspectives on Organizational Fit

Volumn , Issue , 2012, Pages 123-153

  Kristof Brown, Amy L ^a   Jansen, Karen J ^b  

^a UNIVERSITY OF IOWA   (United States)

^b UNIVERSITY OF VIRGINIA   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 84920569400     PISSN: None     EISSN: None     Source Type: Book    
DOI: 10.4324/9780203810026     Document Type: Chapter

References (121)

1. Adkins, C. L., Russell, C. J., & Werbel, J. D. (1994). Judgments of fit in the selection process: The role of work value congruence. Personnel Psychology, 47, 605-623.
2. Argyris, C. (1957). Personality and organizations. New York: HarperCollins
3. Arthur, W., Jr., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91, 786-801.
4. Barnes, J. W., Jackson, D. W., Jr., Hutt, M. D., & Kumar, A. (2006). The role of culture strength in shaping sales force outcomes. The Journal of Personal Selling & Sales Management, 26, 255-262.
5. Bowen, D. E., Ledford G. E., Jr., & Nathan, B. R. (1991). Hiring for the organization, not the job. Academy of Management Executive, 5, 35-52.
6. Bretz, R. D., Jr., Ash, R. A., & Dreher, G. F. (1989). Do people make the place? An examination of the attraction-selection-attrition hypothesis. Personnel Psychology, 42, 561-581.
7. Bretz, R. D., & Judge, T. A. (1994). Person-organization fit and the Theory of Work Adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44, 32-54.
8. Byrne, D. (1971). The attraction paradigm. New York: Academic Press.
9. Cable, D. M., Aiman-Smith, L., Mulvey, P. W., & Edwards, J. R. (2000). The sources and accuracy of job applicants' beliefs about organizational culture. Academy of Management Journal, 43, 1076-1085.
10. Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87, 875-884.
11. Cable, D. M., & Edwards, J. R. (2002, August). Person-environment fit in organizational behavior research: Toward a theory-testing approach. Paper presented at the Annual Meeting of the Academy of Management, Denver, CO.
12. Cable, D. M., & Edwards, J. R. (2004). Complementary and supplementary fit: A theoretical and empirical integration. Journal of Applied Psychology, 89, 822-834.
13. Cable, D. M., & Judge, T. A. (1994). Pay preferences and job search decisions: A person-organization fit perspective. Personnel Psychology, 47, 317-348.
14. Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior & Human Decision Processes, 67, 294-311.
15. Cable, D. M., & Judge, T. A. (1997). Interviewers' perceptions of personorganization fit and organizational selection decisions. Journal of Applied Psychology, 82, 546-561.
16. Cable, D. M., & Parsons, C. K. (2001). Socialization tactics and person-organization fit. Personnel Psychology, 54, 1-23.
17. Caplan, R. D. (1983). Person-environment fit: Past, present, and future. In C. L. Cooper (Ed.), Stress research (pp. 35-78). New York: Wiley.
18. Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 14, 333-349.
19. Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459-484.
20. Christiansen, N., Villanova, P., & Mikulay, S. (1997). Political influence compatibility: Fitting the person to the climate. Journal of Organizational Behavior, 18, 709-730.
21. Colbert, A. E., & Bradley, B. H. (2005, August). Goal agreement in top management teams: The role of CEO transformational leadership. Paper presented at the Academy of Management National Meeting, Honolulu, HI.
22. Dawis, R. V., & Lofquist, L. H. (1984). A psychological theory of work adjustment. Minneapolis, MN: University of Minnesota Press.
23. Day, D. V., & Bedeian, A. G. (1995). Personality similarity and work-related outcomes among African-American nursing personnel: A test of the supplementary model of person-environment congruence. Journal of Vocational Behavior, 46, 55-70.
24. Dineen, B. R. (2003, August). The effects of customizing person-environment fit information to job seekers in a web-based recruitment context. Paper presented at the Academy of Management Meeting, Seattle, WA.
25. Dineen, B. R., Ash, S. R., & Noe, R. A. (2002). A web of applicant attraction: Person-organization fit in the context of Web-based recruitment. Journal of Applied Psychology, 87, 723-734.
26. Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper & I. T. Robertson (Eds.), International review of industrial and organizational psychology (Vol. 6, pp. 283-357). Chichester, England: Wiley.
27. Edwards, J. R. (1993). Problems with the use of profile similarity indices in the study of congruence in organizational research. Personnel Psychology, 46, 641-665.
28. Edwards, J. R. (1994). Alternatives to difference scores as dependent variables in the study of congruence in organizational research. Organizational Behavior and Human Decision Processes, 64, 307-324.
29. Edwards, J. R. (1996). An examination of competing versions of the personenvironment fit approach to stress. Academy of Management Journal, 39, 292-339.
30. Edwards, J. R., Cable, D. M., Williamson, I. O., Lambert, L. S., & Shipp, A. J. (2006). The phenomenology of fit: Linking the person and environment to the subjective experience of person-environment fit. Journal of Applied Psychology, 91, 802-827.
31. Edwards, J. R., Caplan, R. D., & Harrison, R. V. (1998). Person-environment fit theory: Conceptual foundations, empirical evidence, and directions for future research. In C. L. Cooper (Ed.), Theories of organizational stress (pp. 28-67). Oxford, England: Oxford University Press.
32. Edwards, J. R., & Harrison, R. V. (1993). Job demands and worker health: Three dimensional reexamination of the relationship between person-environment fit and strain. Journal of Applied Psychology, 78, 628-648.
33. Edwards, J. R., & Parry, M. E. (1993). On the use of polynomial regression equations as an alternative to difference scores in organizational research. Academy of Management Journal, 36, 1577-1613.
34. Emmons, R. A., & Diener, E. (1986). A goal-affect analysis of everyday situational choices. Journal of Research in Personality, 20, 309-326.
35. Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Person-organization fit and work attitudes: The moderating role of leader-member exchange. Personnel Psychology, 57, 305-332.
36. Finegan, J. E. (2000). The impact of person and organizational values on organizational commitment. Journal of Occupational and Organizational Psychology, 73, 149-169.
37. Fletcher, T. D., Major, D. A., & Davis, D. D. (2004, August). Congruence in personality and perceptions of climate competitiveness in the workplace: A three-dimensional look at the effects on job initiative and perceived stress. Paper presented at the Academy of Management Annual Meeting, New Orleans, LA.
38. Fredrickson, B. L. (2003). Positive emotions and upward spirals in organizations. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 316-333). San Francisco: BerrettKoehler.
39. French, J. R. P., Jr., Rogers, W., & Cobb, S. (1974). Adjustment as person-environment fit. In G. V. Coelho, D. A. Hamburg, & J. E. Adams (Eds.), Coping and adaptation. New York: Basic Books.
40. Furnham, A. (1994). Personality at Work. London: Routledge.
41. Furnham, A. (2001). Vocational preference and p-o fit: Reflections on Holland's theory of vocational choice. Applied Psychology: An International Review, 50, 5-29.
42. Gill, H., & Finegan, J. E. (2000, April). The relation between person-organization fit and organizational commitment. Paper presented at the 15th Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA.
43. Goodman, S. A., & Svyantek, D. J. (1999). Person-organization fit and contextual performance: Do shared values matter? Journal of Vocational Behavior, 55, 254-275.
44. Hambleton, A. J., Kalliath, T., & Taylor, P. (2000). Criterion-related validity of a measure of person-job and person-organization fit. New Zealand Journal of Psychology, 29, 80-85.
45. Harris, S. G., & Mossholder, K. W. (1996). The affective implications of perceived congruence with culture dimensions during organizational transformation. Journal of Management, 22, 527-547.
46. Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond relational demography: Time and the effects of surface- and deep-level diversity on work group cohesion. Academy of Management Journal, 41, 96-107
47. Higgins, C. A. (2000). The effect of applicant influence tactics on recruiter perceptions of fit. Unpublished doctoral dissertation, University of Iowa.
48. Hoffman, B. J., & Woehr, D. J. (2006). A quantitative review of the relationship between person-organization fit and behavioral outcomes. Journal of Vocational Behavior, 68, 389-399.
49. Holland, J. L. (1985). Making vocational choices: A theory of careers (2nd ed.). Englewood Cliffs, NJ: Prentice-Hall.
50. Howard, A., & Bray, D. W. (1988). Managerial lives in transition: Advancing age and changing times. New York: Guilford Press.
51. Ivancevich, J. M., & Matteson, M. T. A. (1984). Type A-B person-work environment interaction model for examining occupational stress and consequences. Human Relations. 37, 491-513.
52. Jackson, S. E., May, K. E., & Whitney, K. (1995). Understanding the dynamics of diversity in decision-making teams. In R. A. Guzzo & E. Salas (Eds.), Team decision-making effectiveness in organizations (pp. 204-261). San Francisco: Jossey-Bass.
53. Jansen, K., & Kristof-Brown, A. (2002, August). Beyond 'fit happens": A temporal theory of fitting at work. Symposium presented at the Academy of Management Annual Meeting, Denver, CO.
54. Jansen, K. J., & Kristof-Brown, A. L. (2005). Marching to the beat of a different drummer: Examining the impact of pacing congruence. Organizational Behavior and Human Decision Processes, 96, 93-105.
55. Jansen, K. J., & Kristof-Brown, A. L. (2006). Putting it all together: Toward a multidimensional theory of person-environment fit. Journal of Managerial Issues, 18, 193-212.
56. Judge, T. A., & Bretz, R. D. (1992). Effects of work values on job choice decisions. Journal of Applied Psychology, 77, 261-271.
57. Judge, T. A., & Ferris, G. R. (1992). The elusive criterion of fit in human resource staffing decisions. Human Resource Planning, 15, 47-67.
58. Kalliath, T. J., Bluedorn, A. C., & Strube, M. J. (1999). A test of value congruence effects. Journal of Organizational Behavior, 20, 1175-1198.
59. Kanfer, R., & Ackerman, P. L. (1989). Motivation and cognitive abilities: An integrative/aptitude-treatment interaction approach to skill acquisition. Journal of Applied Psychology, 74, 657-690.
60. Koberg, C. S., & Chusmir, L. H. (1987). Organizational culture relationships with creativity and other job-related variables. Journal of Business Research, 15, 397-410.
61. Kohn, M. L., & Schooler, C. (1983a). Job conditions and personality: A longitudinal assessment of their reciprocal effect. In M. L. Kohn & C. Schooler (Eds.), Work and personality: An inquiry into the impact of social stratification (pp. 123–153). Norwood, NJ: Ablex.
62. Kohn, M. L., & Schooler, C. (1983b). The reciprocal effects of the substantive complexity of work and intellectual flexibility: A longitudinal assessment. In M. L. Kohn, M. L., & Schooler, C. (Eds.), Work and personality: An inquiry into the impact of social stratification (pp. 103-124). Norwood, NJ: Ablex.
63. Krishnan, V. R. (2002). Transformational leadership and value system congruence. International Journal of Value-Based Management, 15, 19-33.
64. Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
65. Kristof-Brown, A. L. (2000). Perceived applicant fit: Distinguishing between recruiters' perceptions of person-job and person-organization fit. Personnel Psychology, 53, 643-671.
66. Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology, 87, 985-993.
67. Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281-342.
68. Lauver, K. J., & Kristof-Brown, A. (2001). Distinguishing between employees' perceptions of person-job and person-organization fit. Journal of Vocational Behavior, 59, 454-470.
69. Lievens, F., Decaesteker, C., & Coetsier, P. (2001). Organizational attractiveness for prospective applicants: A person-organization fit perceptive. Applied Psychology, 50, 30-51.
70. Lindsley, D. H., Brass, D. J., & Thomas, J. B. (1995). Efficacy-performance spirals: A multilevel perspective. Academy of Management Review, 20, 645-678.
71. Lofquist, L. H., & Dawis, R. V. (1969). Adjustments to work. New York: Appleton Century-Crofts.
72. Lovelace, K., & Rosen, B. (1996). Differences in achieving person-organization fit among diverse groups of managers. Journal of Management, 22, 703-722.
73. Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74, 424-432.
74. Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1991). Value congruence and satisfaction with a leader: An examination of the role of interaction. Human Relations, 44, 481-495.
75. Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Journal, 25, 402-433.
76. Montgomery, C. E. (1996, January). Organizational fit is key to job success. HR Magazine, 41, 94-96.
77. Muchinsky, P. M., & Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31, 268-277.
78. Nyambegera, S. M., Daniels, K., & Sparrow, P. (2001). Why fit doesn't always matter: The impact of HRM and cultural fit on job involvement of Kenyan employees. Applied Psychology: An International Review, 50, 109-140.
79. O'Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487-516.
80. Ostroff, C. (1993). Relationships between person-environment congruence and organizational effectiveness. Group& Organization Management, 18, 103-122.
81. Ostroff, C., & Rothausen, T. J. (1997). The moderating effect of tenure in personenvironment fit: A field study in educational organizations. Journal of Occupational and Organizational Psychology, 70, 173-188.
82. Podsakoff, P. M., MacKenzie, S. B, Lee, J., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879-903.
83. Posner, B. Z. (1992). Person-organization values congruence: No support for individual differences as a moderating influence. Human Relations, 45, 351-361.
84. Pratt, M. G., & Ashforth, B. E. (2003). Fostering meaningfulness in working and at work. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (309-327). San Francisco: Berrett-Koehler.
85. Quinn, R. E., & Spreitzer, M. G. (1991).The psychometrics of the competing values culture instrument and an analysis of the impact of organizational culture on quality of life. Research in Organizational Change and Development, 5, 115-142.
86. Ravlin, E. C., & Ritchie, C. M. (2003, August). Sharing in-use and espoused values: Attitudinal and behavioral outcomes. Paper presented at the Academy of Management Annual Meeting, Seattle, WA.
87. Rice, R. W., Near, J. P., & Hunt, R. G. (1980). The job satisfaction/life satisfaction relationship: A review of empirical research. Basic and Applied Social Psychology, 1, 37-64.
88. Rokeach, M. (1973). The nature of human values. New York: Free Press.
89. Ryan, A. M., & Schmitt, M. J. (1996). An assessment of organizational climate and P-E fit: A tool for organizational change. The International Journal of Organizational Analysis, 4, 75-95.
90. Saks, A. M., & Ashforth, B. E. (1997).A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50, 395-426.
91. Saks, A. M., & Ashforth, B. E. (2002). Is job search related to employment quality? It all depends on the fit. Journal of Applied Psychology, 87, 646-654.
92. Schaie, K. W., & Schooler, C. (Eds.). (1998). Impact of work on older adults. New York: Springer.
93. Schaubroeck, J., Ganster, D. C., & Jones, J. R. (1998). Organization and occupation influences in the attraction-selection-attrition process. Journal of Applied Psychology, 83, 869-891.
94. Schein, E. H. (1992). Organizational culture and leadership (2nd ed.). San Francisco: Jossey-Bass.
95. Schneider, B. (1987).The people make the place. Personnel Psychology, 40, 437-453.
96. Schneider, B., Smith, D. B., Taylor, S., & Fleenor, J. (1998). Personality and organizations: A test of the homogeneity of personality hypothesis. Journal of Applied Psychology, 83, 462-470.
97. Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. In M. P. Zanna (Ed.), Advances in experimental social psychology (pp. 1-65). San Diego, CA: Academic Press.
98. Schwepker, C. J. J., Ferrell, O. C., & Ingram, T. N. (1997). The influence of ethical climate and ethical conflict on role stress in the sales force. Journal of the Academy of Marketing Science, 25, 99-108.
99. Shantz, C. A. (2003). Person-organization fit: Individual differences, socialization, and outcomes. Unpublished doctoral dissertation, Wayne State University.
100. Sheffey, S. C. (1994). Person-organization fit: A quantitative assessment of the match between actual and ideal culture. Unpublished doctoral dissertation, Loyola University of Chicago.
101. Shipp, A. J. (2006). The moving window of fit: Extending person-environment fit research with time. Unpublished doctoral dissertation. University of North Carolina.
102. Shipp, A. J., & Edwards, J. R. (2005, August). Recollected, current, and anticipated person-environment fit within the present moment. Symposium presented at the annual Academy of Management Conference, Honolulu, HI.
103. Siegel, M. (1998, November 9). The perils of culture conflict. Fortune, 138, 257-262.
104. Sims, R. L., & Keon, T. L. (1997). Ethical work climate as a factor in the development of person-organization fit. Journal of Business Ethics, 16, 1095-1105.
105. Super, D. E. (1953). A theory of vocational development. American Psychologist, 8, 185-190.
106. Taris, R., & Feij, J. A. (2001). Longitudinal examination of the relationship between supplies-values fit and work outcomes. Applied Psychology: An International Review, 50, 52-80.
107. Terborg, J. R. (1981). Interactional psychology and research on human behavior in organizations. Academy of Management Review, 6, 569-576.
108. Tischler, L. (1996). Comparing person-organization personality fit to work success. Journal of Psychological Type, 38, 34-43.
109. Tom, V. R. (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6, 573-592.
110. Turban, D. B., Lau, C., Ngo, H., Chow, I. H. S., & Si, S. X. (2001). Organizational attractiveness of firms in the People's Republic of China: A person-organization fit perspective. Journal of Applied Psychology, 86, 194-206.
111. Tziner, A. (1987). Congruency issue retested using Fineman's achievement climate notion. Journal of Social Behavior and Personality, 2, 63-78
112. Van Vianen, A. E. M. (2000). Person-organization fit: The match between newcomers' and recruiters' preferences for organizational cultures. Personnel Psychology, 53, 113-149.
113. Vancouver, J. B., Millsap, R. E., & Peters, P. A. (1994). Multilevel analysis of organizational goal congruence. Journal of Applied Psychology, 79, 666-679.
114. Vancouver, J. B., & Schmitt, N. W. (1991). An exploratory examination of personorganization fit: Organizational goal congruence. Personnel Psychology, 44, 333-352.
115. Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63, 473-489.
116. Vigoda, E. (2000). Internal politics in public administration systems: An empirical examination of its relationship with job congruence, organizational citizenship behavior, and in-role performance. Public Personnel Management, 29, 185-210.
117. Vigoda, E., & Cohen, A. (2002). Influence tactics and perceptions of organizational politics: A longitudinal study. Journal of Business Research, 55, 311-324.
118. Weick, K. E. (1979). Causal loops and control (2nd ed.). New York: Addison-Wesley.
119. Werbel, J. D., & Gilliland, S. W. (1999). Person-environment fit in the selection process. In G. R. Ferris (Ed.), Research in personnel and human resource management (Vol. 17, pp. 209-243). Stamford, CT: JAI Press.
120. Westerman, J. W., & Cyr, L. A. (2004). An integrative analysis of person-organization fit theories. International Journal of Selection and Assessment, 12, 252-261.
121. Witt, L. A. (1998). Enhancing goal congruence: A solution to organizational politics. Journal of Applied Psychology, 83, 666-674.