The convergent and discriminant validity of subjective fit perceptions.

Cable, Daniel M.; DeRue, D. Scott

doi:10.1037/0021-9010.87.5.875

Cited by 1,594 publications

(1,941 citation statements)

References 36 publications

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“…For example, person-organization fit may refer to the congruence of personal and organizational values, and person-job fit to that between the skills and/or knowledge of an employee and what the job requires (Cable and DeRue 2002). P-E fit has been linked to several outcome variables, such as job satisfaction, organizational commitment, and citizenship behavior (Cable and Edwards 2004;Cable and DeRue 2002;Kristof-Brown et al 2005), but also to job or career transitions. For example, Kristof-Brown et al (2005) show that the perceived person-job fit leads to lower intentions to quit a job, and Carless (2005) finds evidence for a direct link between a perceived personjob fit and the intention to accept a job offer.…”

Section: Person-career Fitmentioning

confidence: 99%

“…The underlying premise is that of the compatibility between people and their environment-the latter of which can refer, for example, to an organization, job, or supervisor (Kristof-Brown et al 2005). For example, person-organization fit may refer to the congruence of personal and organizational values, and person-job fit to that between the skills and/or knowledge of an employee and what the job requires (Cable and DeRue 2002). P-E fit has been linked to several outcome variables, such as job satisfaction, organizational commitment, and citizenship behavior (Cable and Edwards 2004;Cable and DeRue 2002;Kristof-Brown et al 2005), but also to job or career transitions.…”

Section: Person-career Fitmentioning

confidence: 99%

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ADHD-like behavior and entrepreneurial intentions

et al. 2015

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Little is known about the relation between entrepreneurship and the extent of psychiatric symptoms. Validated psychiatric symptom scores are seldom used for non-clinical reasons. One prevalent symptom that deserves our interest is Attention Deficit and Hyperactivity Disorder (ADHD). ADHD is a developmental disorder characterized by inattentiveness and hyperactivity that has been linked to occupational choice and performance. Building on the person-environment fit literature, we hypothesize that individuals who exhibit behavior associated with ADHD are more likely to have entrepreneurial intentions. Using a sample of 10,104 students enrolled in higher education, we can confirm our prediction that students with a higher level of ADHD-like behavior are more likely to have entrepreneurial intentions. Additionally, we show that risk taking propensity is a mediator that partly explains this positive effect. Our study points to the importance of behavioral tendencies associated with developmental disorders, when making entrepreneurship decisions. Our study contributes to the literature on the determinants of entrepreneurship, which so far has largely neglected the effects of psychiatric symptoms on entrepreneurship.Electronic supplementary material The online version of this article

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Section: Person-career Fitmentioning

confidence: 99%

Section: Person-career Fitmentioning

confidence: 99%

ADHD-like behavior and entrepreneurial intentions

et al. 2015

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“…P-O fit refers to the compatibility between people and organization. [6]. In the present research, personal variable is organizational citizenship behavior; organizational commitment and organizational learning belong to the field of organizational variable.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The Organizational Citizenship Behaviors and Organizational Commitments of Organizational Members Influences the Effects of Organizational Learning

Chang¹,

Tsai²,

Tsai³

2011

IJTEF

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Abstract-The purposes of the study were to examine the relationship among organizational citizenship behaviors, organizational commitments and organizational learning effects. The researchers employ person-organization fit (P-O fit) to as the theoretical background. The researchers delivery 200 questionnaires to 12 companies; the final response rate is 52.5% (105/200). In this study, the researchers used SEM to test three hypotheses about organizational citizenship behaviors, organizational commitments and organizational learning effects. The results of the research include that organizational citizenship behaviors and organizational commitments influence organizational learning effects positively, and organizational citizenship behaviors can be influenced positively by organizational commitments.

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“…As employees engage in these behaviors, the possibility that they will obtain desired rewards will also increase, which will result in increases in levels of perceived needs-supplies fit. Finally, the third fit construct, demands-abilities fit is considered the perceived match between individual abilities and what is demanded of them by a specific job and its duties and responsibilities (Cable & DeRue, 2002). Employees who are more proactive in their personalities will take more action to meet demands of a certain situation.…”

Section: Proactive Personality and Socializationmentioning

confidence: 99%

“…The aggregate construct of employee perceived fit will be based on the three different dimensions of fit will be addressed in this study based on Cable and DeRue (2002 individual's needs and the rewards they receive for their efforts and contributions in the workplace (Cable & DeRue, 2002). Not only will individuals who are inclined to take personal initiative be more likely to engage in actions outside of their prescribed job description, which could result in higher frequency of rewards, but they also may be more likely to seek out actions that will provide them with what they desire, or need.…”

Section: Proactive Personality and Socializationmentioning

confidence: 99%

A Longitudinal Study of Proactivity During Socialization

Drobka¹,

Ehrhart²,

Ehrhart³

et al. 2012

PsycEXTRA Dataset

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Over the past couple of decades organizations have become increasingly flat and decentralized, and have began to emphasize a more active role for employees in their own job management and development. As a result, the concept of employee proactivity has been a growing area of theory and research. Within the workplace, proactive people are conceptualized as those who take initiative to improve their current circumstances, and take active rather than passive roles within their current positions. These employee characteristics have been shown to be desirable in various situations, resulting in beneficial employee and organizational outcomes, such as promotions, career success, innovation, self-efficacy, and perceived insider status. Of particular interest for the current study, employee proactivity has also been linked to successful socialization outcomes. The socialization period can be very important for employees in determining their future relationship with their employers and their future success in the organization. Research has examined the role that a proactive disposition and proactive behavior can play in the socialization period. Additionally, researchers have looked into the relationship between proactive personality and various employee characteristics, including proactive behavior. However, there has been little research on the link between proactive dispositions and various behaviors and characteristics from job entry and throughout the socialization period. The current research aims to fill this gap in the literature by examining proactive personality and various behaviors and characteristics during the socialization period. Specifically, it was hypothesized that proactive personality will predict feedback seeking, self-efficacy, goal clarity and fit. Additionally, it was hypothesized that changes in self-efficacy, goal clarity and fit would be related to changes in feedback seeking throughout the socialization period. Participants were 188 management trainees from an international transportation company based in the eastern United States. A repeated measures design was used, and the participants received online surveys at five time points throughout their training. Multilevel slopes-as-outcomes analyses were used to test the first set of hypotheses on the relationship between proactive personality and other variables, and parallel process growth modeling was used to assess the second set of hypotheses on the relationship between changes in variables over different time points. Results showed that proactive personality significantly predicted changes in feedback seeking throughout the socialization period, such that individuals with proactive personalities were more likely to increase their feedback seeking behaviors throughout the socialization period. Additionally, it was shown that there was a significant positive relationship between the changes in feedback seeking behaviors and changes in reported levels of goal clarity. The results of this study can provide organizations that desire a more pro...

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The convergent and discriminant validity of subjective fit perceptions.

Cited by 1,594 publications

References 36 publications

ADHD-like behavior and entrepreneurial intentions

ADHD-like behavior and entrepreneurial intentions

The Organizational Citizenship Behaviors and Organizational Commitments of Organizational Members Influences the Effects of Organizational Learning

A Longitudinal Study of Proactivity During Socialization

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