Distinguishing between Employees' Perceptions of Person–Job and Person–Organization Fit

Lauver, Kristy J.; Kristof‐Brown, Amy L.

doi:10.1006/jvbe.2001.1807

Cited by 650 publications

(558 citation statements)

References 33 publications

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“…Conclusively, it should be explained that although some overlaps can be considered between these levels of P-E fit, but according to the empirical and conceptual proofs, the existing of differentiations among these levels of P-E fit is affirmed Saks & Ashforth, 1997Werbel & Gilliland, 1999;Lauver & Kristof-Brown, 2001). …”

Section: Several Levels Of P-e Fitmentioning

confidence: 99%

“…Scholars and practitioners who are interested in the concept P-E fit opine in positive impacts of it on employee attitudes and behaviour (Lauver & Kristof-Brown, 2001). For instance, researches have corroborated the direct correlation of P-E fit and job satisfaction, career success, organizational effectiveness, health and adaptation, organization commitment, and individuals' career involvement.…”

Section: The Concept Of P-e Fitmentioning

confidence: 99%

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Review and Conceptualization of Value Congruence toward Construction Industry in Malaysia

Panahi¹,

Preece²,

Zakaria³

et al. 2014

IJARBSS

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This paper looks at the issue of value congruence as being a key driver of fit among persons and the organizations they work for in the context of construction industry in Malaysia. In construction industry many parties have been identified as stakeholders and these abundant and diverse stakeholders do need to be managed based on this fact that, success in construction projects is significantly dependent on meeting the needs of project stakeholders. According to this issue in the construction industry, the importance of embracing PersonalOrganizational fit (P-O fit) which mostly emphasizes on values and known as value congruence is revealed, due to its function for creating compatibility between individual values and organizational values. Recently, the concept of value congruence has attracted many scholars, especially in the field of Organizational Behaviour (OB). Although the literature of OB regarding value congruence indicates a disarray according to several theories and methodologies but affirms the positive outcomes of this construct on some individual variables related to work environment like; organizational commitment, job satisfaction and organizational identification.

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Section: Several Levels Of P-e Fitmentioning

confidence: 99%

Section: The Concept Of P-e Fitmentioning

confidence: 99%

Review and Conceptualization of Value Congruence toward Construction Industry in Malaysia

Panahi¹,

Preece²,

Zakaria³

et al. 2014

IJARBSS

View full text Add to dashboard Cite

show abstract

“…Organizational commitment is most influenced by P-O fit, job satisfaction by P-J fit, satisfaction with coworkers by P-G fit, and satisfaction with supervisor by P-S fit. Despite these various forms of fit and their associated consequences, P-O and P-J fit are the most commonly investigated (Lauver & Kristof, 2001), and have been quite influential during various phases and perspectives of the selection process (e.g., Cable & Judge, 1996;Goldberg, 2003).…”

Section: Person-organizational Fitmentioning

confidence: 99%

“…S-V fit is focused on whether employees and organizations possess the same values (Cable & Edwards, 2004). Congruence between individual and organizational values has been shown to result in increased positive behaviors, such as extra-role behavior (Lauver & Kristof-Brown, 2001). As such, it is most closely related to supplementary fit (Muchinsky & Monahan, 1987).…”

Section: Demand-abilities Need-supplies and Supplies-values Fit Dementioning

confidence: 99%

The Impact of Social Class in the Hiring Process

Young

Reilly

2016

AMPROC

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Social class describes individuals' possession of economic, social, and cultural capital, and their subjective social rankings relative to others (Bourdieu, 1984). As social class can be easily detected, it is quite likely that it plays a significant role in many workplace processes, such as selection. By considering the context of the hiring process, my dissertation explores the impact of social class from the perspective of hiring managers. First, I conducted a construct clarity study to clarify the multidimensional nature of the construct of social class. Second, using the factors found from my construct clarity study, I developed applicant stimulus materials (e.g., referral email, resume, video interviews) representative of three stages of the hiring process (e.g., acquiring, screening, and interviewing). Stimulus materials were presented to 78 participants in the acquiring stage, 105 participants in the screening stage, and 220 participants in the interviewing stage. Results of this dissertation find that hiring managers' perceptions of applicant P-O fit are influenced by applicants' social class. These effects are found during the acquiring stage and decrease in significance and prevalence as the hiring process progresses. Implications to research and practice as well as future directions for continued research on social class in the management literature are presented.ii The Impact of Social Class in the Hiring Process

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“…P E fit is broadly defined as the compatibility between individual and work environment that occurs when their characteristics are well matched. In the recruitment context P E fit perspective states that potential applicants are more attracted to environ ments with characteristics that are compatible to the indi vidual characteristics (Kristof 1996;Lauver, Kristof 2001). Lauver and Kristof (2001) …”

Section: Person Environment Fitmentioning

confidence: 99%

Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework

Kaur

Dubey

2014

Business: Theory and Practice

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Extant literature on recruitment has focused on the traditional sources of recruitment like company brochures, career fairs, and impact of such sources on intent to join the organization, productivity and turnover intention. The influence of recruitment related information on pre hire outcomes is still scarce and inconclusive. With the advent of technology and access to Internet, company websites have become an important source of recruitment. Apart from company websites, job seekers are now using company independent websites, forums or online communities to gather a more truthful picture and information about the job and organizational attributes. Social media too has become increasingly important medium where the current employees’ share how it is to work with the organization However research on web based recruitment is limited to company websites. Despite the widespread growth and practical use of these new and innovative media very little is known about how these independent sites influence recruitment pre hire outcomes. In this direction the proposed study presents a conceptual framework about how job seekers perceive company independent websites as a tool for providing recruitment communication and their impact on organizational attractiveness using Information Realism, Person-Environment fit framework, Source Credibility framework.

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Distinguishing between Employees' Perceptions of Person–Job and Person–Organization Fit

Cited by 650 publications

References 33 publications

Review and Conceptualization of Value Congruence toward Construction Industry in Malaysia

Review and Conceptualization of Value Congruence toward Construction Industry in Malaysia

The Impact of Social Class in the Hiring Process

Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework

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