A quantitative review of the relationship between person–organization fit and behavioral outcomes

Hoffman, Brian J.; Woehr, David J.

doi:10.1016/j.jvb.2005.08.003

Cited by 569 publications

(559 citation statements)

References 25 publications

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“…Hoffman and Woehr (2006), in their meta-analyses (k = 24), reported significant effect sizes of person-organization fit indices that related positively to both objective measures of job performance ( p = .25) and subjective measures of job performance (p = .26).…”

Section: Organizational Commitmentmentioning

confidence: 96%

Worklife Across the Lifespan

Larson¹

2011

Oxford Handbooks Online

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An extensive literature search across the spectrum of vocational psychology was conducted using the time frame of 1991-2008 and resulted in 47 quantitative reviews (i.e., meta-analyses). First, theories of vocational psychology are presented including John Holland's ( 1997) and Rene Dawis and Loyd Lofquist's ( 1984;Dawis, 2005) theory of work adjustment person-environment fit (P-E fit) models; Lent, Brown, and Hackett ( 1994) social cognitive career theory; the social learning theory of John Krumboltz ( 1990); Donald Super's career construction theory (Super, 1992); and L. S. Gottfredson's ( 1999) circumscription theory. Next, vocational outcomes of young people (the development of interests, educational and occupational aspirations, educational achievement, and career choice) and wage-earning adults (job search, job entry, job performance, job satisfaction, career success, and mental health outcomes) are reviewed. The last two major sections concern diverse groups (women and racially and ethnically diverse groups) and individual differences (cognitive ability, personality, and interests) as predictors of vocational outcomes. AbstractAn extensive literature search across the spectrum of vocational psychology was conducted using the time frame of 1991-2008 and resulted in 47 quantitative reviews (i.e., meta-analyses). First, theories of vocational psychology are presented including John Holland's ( 1997) and Rene Dawis and Loyd Lofquist's ( 1984;Dawis, 2005) theory of work adjustment person-environment fit (P-E fit) models; Lent, Brown, and Hackett ( 1994) social cognitive career theory; the social learning theory of John Krumboltz ( 1990); Donald Super's career construction theory (Super, 1992); and L. S. Gottfredson's ( 1999) circumscription theory. Next, vocational outcomes of young people (the development of interests, educational and occupational aspirations, educational achievement, and career choice) and wage-earning adults (job search, job entry, job performance, job satisfaction, career success, and mental health outcomes) are reviewed. The last two major sections concern diverse groups (women and racially and ethnically diverse groups) and individual differences (cognitive ability, personality, and interests) as predictors of vocational outcomes.

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Section: Organizational Commitmentmentioning

confidence: 96%

Worklife Across the Lifespan

Larson¹

2011

Oxford Handbooks Online

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“…Person-job fit is defined as the compatibility between a person's characteristics and those of a specific job [32]. The effect of cognitive abilities on job performance has been broadly discussed in series of studies [23,56]. Specifically, previous work has investigated the impact of Person-Job fit on performance and strain [6].…”

Section: Related Work 21 Effect Of Cognitive Abilities On Performancementioning

confidence: 99%

Task Routing and Assignment in Crowdsourcing based on Cognitive Abilities

Gonçalves

Feldman

et al. 2017

Proceedings of the 26th International Conference on World Wide Web Companion - WWW '17 Companion

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Appropriate task routing and assignment is an important, but often overlooked, element in crowdsourcing research and practice. In this paper, we explore and evaluate a mechanism that can enable matching crowdsourcing tasks to suitable crowd-workers based on their cognitive abilities. We measure participants' visual and fluency cognitive abilities with the well-established Kit of FactorReferenced Cognitive Test, and measure crowdsourcing performance with our own set of developed tasks. Our results indicate that participants' cognitive abilities correlate well with their crowdsourcing performance. We also built two predictive models (beta and linear regression) for crowdsourcing task performance based on the performance on cognitive tests as explanatory variables. The model results suggest that it is feasible to predict crowdsourcing performance based on cognitive abilities. Finally, we discuss the benefits and challenges of leveraging workers' cognitive abilities to improve task routing and assignment in crowdsourcing environments.

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“…Thus, it emphasizes individuals' abilities and the demand for those abilities within an organization (Hoffman & Woehr, 2006). In effect, D-A fit may be a version of complementary fit, only a bit more specific as D-A fit highlights the need for employees to not only fit the larger organization, but also the specific job role.…”

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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A quantitative review of the relationship between person–organization fit and behavioral outcomes

Cited by 569 publications

References 25 publications

Worklife Across the Lifespan

Worklife Across the Lifespan

Task Routing and Assignment in Crowdsourcing based on Cognitive Abilities

The Impact of Social Class in the Hiring Process

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