Changes in Newcomers' Person–Climate Fit following the First Stage of Socialization

Vianen, A.E.M. van; Prins, Marcus G.

doi:10.1111/1468-2389.00050

Cited by 14 publications

(15 citation statements)

References 32 publications

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“…Levy and Guttman, 1985;Rokeach, 1973). Van Vianen and Prins (1997) indeed showed that people's values and preferences remain relatively stable over time. This allowed us to use a longitudinal design in which individuals' work values were measured on one occasion and their work experiences four years later.…”

Section: Supplies-values (S-v) Fitmentioning

confidence: 89%

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Taris¹,

Feij²,

Vianen³

2005

The International Journal of Human Resource Management

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Many studies have shown that work outcomes, such as job satisfaction and turnover intentions, are affected by met expectations and the fit between the work values of an employee and the supplies offered by the organization. However, research that investigates their simultaneous effects on work outcomes is absent in the literature. This study examined the concurrent effects of met expectations and supplies-values (S-V) fit of Dutch young adults on job satisfaction and intention to leave. It was hypothesized that met expectations as an outcome of a cognitive evaluation process would explain variance in affective work outcomes beyond and above that predicted by measures of S-V fit and main effects of job supplies and work values. Results supported this hypothesis. Theoretical and practical implications of these results directions for future research are discussed.

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Section: Supplies-values (S-v) Fitmentioning

confidence: 89%

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Taris¹,

Feij²,

Vianen³

2005

The International Journal of Human Resource Management

Self Cite

View full text Add to dashboard Cite

show abstract

“…These aspects of organizational life are highly valued by employees. Peer cohesion, for instance, received the highest preferences ratings in the study of Van Vianen and Prins (1997). Their results revealed a main effect for organizational supplies (as perceived by,the newcomer).…”

Section: Hypotheses Concerning Mult@le Dimensions Of Culture Fitmentioning

confidence: 91%

“…These hypotheses assume the highest outcomes along the line of perfect fit. The longitudinal study of Van Vianen and Prins (1997), however, showed that the magnitude of newcomers' preferences also contributed to actual turnover. Newcomers with high preferences for risk orientation more often changed their job than newcomers with low preferences for risk orientation, but these preferences were not associated with turnover intentions as these were assessed in the first months of employment.…”

Section: Hypotheses Concerning Mult@le Dimensions Of Culture Fitmentioning

confidence: 99%

“…They had made the decision to hire the newcomer and they are the ones from which the newcomer is most likely to assess the values of the organization. Moreover, the socialization of newcomers, that is, their understanding of the culture of the organization, is accomplished after several months after entry (Van Vianen & Prins, 1997). Hence, the perspective of their most salient organizational members (e.g., recruiters and supervisors) may be most important in evaluating initial fit.…”

Section: Supplies-value Fitmentioning

confidence: 99%

“…Most studies that tested different functional forms of the relationship between fit and outcomes concerned stress as the dependent variable and were focused on specific dimensions of fit (Edwards, 1996). Van Vianen and Prins (1997) were one of the few that examined fit between culture preferences and perceptions of newcom-ers (i.e., subjective P-0 fit) for different culture dimensions. They revealed that actual turnover was related to fit indices for only some dimensions of organizational culture.…”

Section: Hypotheses Concerning Mult@le Dimensions Of Culture Fitmentioning

confidence: 99%

See 2 more Smart Citations

Person‐organization Fit: The Match Between Newcomers' and Recruiters' Preferences for Organizational Cultures

Vianen

2000

Personnel Psychology

298

203

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This study examined the effects of two measures of fit on newcomers' commitment and turnover intentions, P‐O fit and P‐P fit. Newcomers preferences for organizational cultures were compared with supervisors' and peers' perceptions of organizational culture (P‐O fit) and with their preferences for organizational culture (P‐P fit). The supervisors and peers that were involved had been the newcomer's recruiters during the selection procedure and they had hired the newcomer. Subjects' culture preferences and perceptions yielded two dimensions of organizational culture: concern for people and concern for goal accomplishment. Results revealed that newcomers' concern for people P‐P fit with their supervisor was related to organizational commitment and turnover intentions. P‐O fit measures for both dimensions of organizational culture were not related to newcomer affective outcomes.

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Multiple perspectives of congruence: relationships between value congruence and employee attitudes

2005

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Phylogenetic inference based on evidence from DNA sequences has led to significant strides in the development of a stable and robustly supported framework for the vertebrate tree of life. To date, the bulk of those advances have relied on sequence data from a small number of genome regions that have proven unable to produce satisfactory answers to consistently recalcitrant phylogenetic questions. Here, we reexamine phylogenetic relationships among early-branching euteleostean fish lineages classically grouped in the Protacanthopterygii using DNA sequence data surrounding ultraconserved elements. We report and examine a dataset of thirty-four OTUs with 17,957 aligned characters from fifty-three nuclear loci. Phylogenetic analysis is conducted both in concatenated and joint gene trees and species tree estimation frameworks. Both analytical frameworks yield supporting evidence for existing hypotheses of relationship for the placement of Lepidogalaxias salamandroides, monophyly of the Stomiatii and the presence of an esociform + salmonid clade. Lepidogalxias salamandroides and the Esociformes + Salmoniformes are successive sister lineages to all other euteleosts in the two analysis types receiving high support values for this arrangement. However, interrelationships of Argentiniformes, Stomiatii and Neoteleostei remain uncertain as they varied by analysis type while receiving strong and contradictory indices of support. Topological differences between analysis types are apparent within the Ostarioclupeomorpha and the percomorph taxa in the data set. Our results identify concordant areas with strong support for relationships within and between early-branching euteleost lineages but they also reveal limitations in the ability of larger datasets to conclusively resolve other aspects of that phylogeny. PeerJ Preprints | https://doi.org/10.7287/peerj.preprints.2903v1 | CC BY 4.0 Open Access | rec:

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Changes in Newcomers' Person–Climate Fit following the First Stage of Socialization

Cited by 14 publications

References 32 publications

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Person‐organization Fit: The Match Between Newcomers' and Recruiters' Preferences for Organizational Cultures

Multiple perspectives of congruence: relationships between value congruence and employee attitudes

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