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1.
Two policy-capturing studies were conducted to investigate how person–organization (PO) fit and person–job (PJ) fit information are weighted and combined when hiring decision makers evaluate job candidates, and how the process is influenced by the position’s characteristics. Regarding the combining process, we detected a nonlinear, conjunctive rule in which a low level of PJ fit was paid more attention, the levels of PO fit and PJ fit interacted, and candidates with moderate levels of PO fit and PJ fit were preferred over those with high and low levels. Regarding the weighting process, we found that PO fit was weighted more heavily for a permanent position, and PJ fit for a fixed-term and/or a knowledge-intensive position. In addition, the position’s contract duration (permanent vs. fixed-term) and task elements (managerial vs. knowledge-intensive) interacted in influencing the weighting of PO fit and PJ fit.  相似文献   

2.
This longitudinal study examines how person–organization fit, operationalized as congruence between perceived and preferred organizational culture, relates to employees’ affective commitment and intention to stay with an organization during the early stages of a strategic organizational change. Employees in a large energy company completed surveys before (N = 687) and after (N = 627) the change. We measured perceptions and preferences with regard to four components of organizational culture (human relations, open systems, internal process, and rational goal) derived from the Competing Values Model (Quinn, 1988), as well as affective commitment to the organization and intention to stay. Using polynomial regression and response surface analyses, we found that both perceived culture and culture fit related positively with the criterion variables within and across time. The strongest evidence for relations involving fit was obtained for those components of culture specifically targeted for change. Implications for future research and the management of organizational change are discussed.  相似文献   

3.
Based on career construction theory, the current research examined the role of career adaptability in Chinese university graduates' job search process (N = 270). Results from a three-wave survey study showed that the four dimension of career adaptability (measured at wave 1) correlated positively with university graduates' job search self-efficacy (measured at wave 2) and their employment status (measured at wave 3). Among graduates who became employed, career adaptability dimensions also predicted positively their person–environment (P–E) fit perceptions (measured at wave 3). The results further showed that with the effects of demographics (gender, age, education level and major) and family background (family economical status and parental education) controlled for, when putting the four dimensions of career adaptability together, career concern and career control served as the strongest predictors for job search self-efficacy, which further mediated the positive effects of these two dimensions on employment status. In addition, career control also had indirect effect on P–E fit through the mediation of job search self-efficacy. Additional analyses using the global indicator of career adaptability also supported this mediation model such that career adaptability significantly predicted employment status and P–E fit, with these relations mediated by job search self-efficacy. These findings carry implications for research on career construction theory, as well as career education and career counseling practices.  相似文献   

4.
Research on career development has shown that work values play a key motivational role in job selection and career development. In the context of the current economic crisis, it is of particular relevance to examine the role of work values for employment in the transition from school to work. This longitudinal study examined the role of intrinsic (perceived importance of having a job that is interesting and matches one's own competences), rewards (having a good salary and high chance for promotion), and security (having a stable job) work values on subsequent employment status and person–job fit (how an individual's job matches one's own characteristics such as education and job preferences). Finnish participants reported their work values and background variables via questionnaire at ages 20 and 23 (Ns = 348 and 415 respectively). Intrinsic work values predicted a higher degree of person–job fit two years later. Rewards work values predicted lower chances of being unemployed; and security work values predicted higher chances of being unemployed later on. Family socio-economic status (SES) was not related to employment outcomes in this Finnish sample.  相似文献   

5.
This research examined whether Person–Organization fit would mediate the relationships of Social Dominance Orientation and Right-Wing Authoritarianism with the outcome variables of turnover intentions, satisfaction, and commitment. The study was conducted with a military sample and found that both Social Dominance Orientation and Right-Wing Authoritarianism predict greater satisfaction, continuance and normative commitment and that these relationships were mediated by perceived Person–Organization fit. Furthermore, this relation was moderated by the interaction between Social Dominance Orientation and Right-Wing Authoritarianism such that lower scores on Social Dominance Orientation increased the relation between Right-Wing Authoritarianism and P–O fit while higher scores on Social Dominance Orientation lowered that relation.  相似文献   

6.
ABSTRACT

This study examines the mediating role of job fit on the relationship between perceived supervisor support (PSS) and perceived organizational support (POS), and the mediating role of personal sacrifice on the relationship between POS and turnover intention. We use structural equation modeling (SEM) with a data set consisting of a sample of 346 individuals in a manufacturing firm to test our proposed model of PSS, POS, and turnover intention. Consistent with prior literature, our hypothesized model confirms that PSS is a predictor of POS and that POS is a predictor of turnover intention. By testing two additional competing and theoretically derived nested models, our findings indicate that job fit partially mediates the relationship between PSS and POS, and that personal sacrifice partially mediates the relationship between POS and turnover intention. Our study is among the first to examine job fit and personal sacrifice as mediators within the POS-turnover intention model.  相似文献   

7.
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9.
This study examined relations between three career decision-making strategies (rational, intuitive, and dependent) and person-job fit among 361 professionals who had recently changed jobs. We found that the relation between each decision-making strategy and fit was contingent upon the concurrent use of other strategies. A rational strategy related more strongly to fit when individuals also engaged in extensive intuitive decision making than when they engaged in limited intuitive decision making. In addition, a dependent strategy related negatively to fit only in the absence of extensive rational or intuitive strategies. Moreover, self-awareness and awareness of the environment mediated relations between career decision-making strategies and person-job fit. The implications of these findings for future research on career decision making were discussed.  相似文献   

10.
This study contributes to research on organizational attractiveness and human resource management (HRM) by drawing on image theory to examine the effect of organizational characteristics (foreign vs. domestic company country‐of‐origin, HRM practices, organizational culture, and work environment) on organizational attractiveness perceptions by host country national (HCN) employees. Drawing on person–organization fit theory, we also examine the moderating effects of HCNs' demographic characters (age and gender), work‐related skills (English proficiency and international experience), and value orientations (individualism and risk aversion) between the relationship of these organizational characteristics and organizational attractiveness. A between‐subject scenario‐based experiment with 800 HCN employees in Japan suggest that not the company country‐of‐origin, but the local adaptation of organizational culture, HRM practices, and work environment influence HCNs' organizational attractiveness perceptions. HCNs' demographic characteristics, work‐related skills, and value orientations had moderating effects between these organizational characteristics and organizational attractiveness perceptions.  相似文献   

11.
A longitudinal modelling approach is used to examine the effect of job satisfaction on survey non‐response in an applied employee attitude survey. Members of a large electronics company were invited to participate in the survey in each of four consecutive years. Logistic autoregressive modelling revealed a significant effect of prior non‐response on subsequent non‐response. The odds of responding to the survey in any given year were more than twice as high for individuals who had responded to the same survey 1 year before, as compared with those who did not. Prior job satisfaction was also significantly related to subsequent survey non‐response. Participants who were more satisfied on a given occasion were more likely to respond 1 year later than those who were less satisfied. At the facet level, satisfaction with supervisors contributed incrementally to the prediction of survey non‐response in subsequent years. Implications for the theoretical and methodological development of non‐response research and for the practical implementation of employee attitude surveys are discussed.  相似文献   

12.
Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.

Practitioner points

  • Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
  • Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.
  相似文献   

13.
14.
Universities struggle with students’ low well‐being and high dropout rates. High (compared to low) fit between students’ self‐construal and perceived university norms might help to prevent these problems. A strong dignity self‐construal (i.e., the understanding that one's worth is independent of others) is adaptive if university norms stress independence. The more a university norm is perceived as stressing independence, the better the fit for students with a strong (vs. weak) dignity self‐construal. Thus, if students with a strong dignity self‐construal perceive a university norm as stressing independence, they should develop a greater sense of belonging to the university and, in turn, experience higher well‐being, more motivation, and lower dropout intention. A longitudinal study with two measurement points conducted with students from 18 universities (N = 719) provided support for these predictions. This underlines the relevance of the fit between student and (perceived) school characteristics for the higher education sector.  相似文献   

15.
This study longitudinally examined the interplay between birth-order and well-known risk factors in impoverished environments such as inadequate environmental stimulation, low maternal education, and young maternal age in children from birth to 36 months. In the developmental motor domain, the effect of the stimulating environment over time, favored first-borns. In the adaptive domain, maternal education privileged first-born boys. In language development, first-borns reached higher scores over time than laterborn identifying a positive impact of stimulation. In the personal-social domain, firstborns obtained higher averages overall, but stratified models revealed that later-borns reached the first-borns scores as maternal age increased.  相似文献   

16.
We hypothesize that the relationship between perceived employability (PE) and turnover intention is stronger when job resources (job control, social support from the supervisor and colleagues) are low. Results from a prospective study one year apart were similar in samples of Finnish university (N = 1314) and hospital workers (N = 308). The interaction between PE and job control related significantly to turnover intention at Time 2 in both samples, and in the hospital sample also when controlling for turnover intention at Time 1: PE related positively to turnover intention when job control was low. Furthermore, PE at Time 1 was not significantly related and job resources at Time 1 were negatively related to turnover intention at Time 2. For social support from colleagues in particular, this relationship held when controlling for Time 1 turnover intention. Thus, PE does not present a risk of turnover intention, unless job control is low.  相似文献   

17.
Infant social withdrawal is a risk factor for non-optimal child development; thus, it is important to identify risk factors associated with withdrawal. In a large community sample (N = 19,017), we investigate whether symptoms of maternal and partner postpartum depression (PPD; measured with the Edinburgh Postnatal Depression Scale) and prematurity are predictors of infant social withdrawal (measured with the Alarm Distress Baby Scale). Withdrawal was assessed at 2–3, 4–7 and 8–12 months postpartum. Linear regressions showed that prematurity predicted higher infant social withdrawal at all time points, and maternal symptoms of PPD were positively associated with withdrawal at 2–3 months. Logistic regressions showed that odds for elevated social withdrawal were increased with elevated levels of maternal symptoms of PPD at 2–3 and 8–12 months. Partner's symptoms of PPD were not associated with withdrawal. Future studies should investigate how PPD symptoms and prematurity may impact the individual development of social withdrawal.  相似文献   

18.
Aggression is strongly influenced by the surrounding socio‐physical context, and the development of aggressive behavior is best understood through a continuous cycle of ongoing person‐environment interactions. Empirical studies, nevertheless, have been predominantly conducted in the laboratory, studying aggression as a short‐lived phenomenon, emerging from and within an individual, and – with situational factors studied in isolation – devoid of its context. The present field study, conducted in an urban nightlife area, complements this research. A qualitative, multi‐method approach was followed by thematic analysis to investigate ongoing behavioral patterns of the crowd vis‐à‐vis the changes in the context that co‐occurred with the development of unwanted behaviors, including aggression. In our study, we identified atmosphere as a dynamic and mood‐like, but extra‐individual state of the socio‐physical setting related to the development of aggression. Our results suggest that atmosphere affects the behavior of groups and individuals by emerging from and feeding into ongoing interactions between people and the environment. At the individual level, it appears to play its part as proximate determinant of behavior; at the crowd level it reflects the synergetic product of all those persons’ states, behaviors and interactions. Implications for aggression theory and for applications aimed at curbing aggression are discussed.  相似文献   

19.
The aim was to evaluate effects of leadership courses based on the developmental leadership model at the leadership behavioral level. A longitudinal design was employed with assessments before, one and six months after the leadership courses. The sample consisted of 59 leaders who made self‐ratings and were rated by at least three subordinates on each occasion. Leadership behaviors were measured with the Developmental Leadership Questionnaire (DLQ). A limited increase of favorable leadership behaviors and a significant reduction of unfavorable leadership behaviors were found, particularly according to the subordinates’ ratings. A cluster analysis yielded three meaningful leader profiles and showed that this pattern was found in all three profiles, irrespective of how favorably they were rated before the onset of the intervention.  相似文献   

20.
In the current four‐wave, longitudinal study, adolescent stress, internalizing problems, and the reciprocal influences of these variables were examined. Data were obtained from the Korea Youth Panel Study, which included 3188 (1594 male and 1594 female) middle‐ and high‐school students who enrolled in the study from 2004 to 2007. The mean participant age was 14.79 years in 2004. By using a cross‐lagged, autoregressive model, it was shown that stress levels and internalizing problems had reciprocal influences on one another over time (all four time points). At each of the time points, the effect sizes of stress on internalizing problems were significantly greater than those of internalizing problems on stress.  相似文献   

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