Fit for functional differentiation: new directions for personnel management and organizational change bridging the fit theory and social systems theory

Abstract

PurposeThis conceptual paper seeks to bridge two existing theories in a bid to broaden our analytical scope when studying the process of onboarding, retention and exclusion of organizational members. The purpose of this paper is to address this issue.Design/methodology/approachThe authors draw on the social systems theory to advance the fit theory demonstrating the pertinence of macro social factors for the determination of person–organization (P–O) fit.FindingsThe result of this conceptual groundwork is a framework for the creation of highly individual personal profiles that refrains from analyses of potentially discriminatory factors like age, race or gender.Originality/valueThe authors present an individualized, multidimensional and flexible framework for the analysis of dynamically changing constellations of P–O fit.

Organizational change structures: exploring the organizational conditions for sustainable change in the agro-industry

“…As recent studies have shown, Luhmann's framework is thus well suited for the analysis of specific organizations and how they develop structures for their change (see, e.g. Andersen and Pors, 2022;Andersen and Stenner, 2020;Lies, 2020;Roth et al, 2018;Sales et al, 2022). In particular, these studies demonstrate the analytical potential in the distinction between operation and structure for studying how an organizational system changes.…”

“…Andersen and Pors, 2022; Andersen and Stenner, 2020; Lies, 2020; Roth et al. , 2018; Sales et al. , 2022).…”

Hr’s Role in Organizational Change Within Nigeria’s Renewable Energy Sector: A Review

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