P-O fit as a moderator of personality-job performance relations

Shin, Ho‐Chul; Holland, Brent D.

doi:10.1037/e518632013-218

Cited by 5 publications

(1 citation statement)

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“…Thus, it is assumed that both individuals and organizations will be more effective when the values of the person and organization are congruent (Shin and Holland, 2004). In the aggregate, empirical studies provide convincing evidence that P-O fit is an important determinant of long-term consequences for employees (e.g.…”

Section: 2mentioning

confidence: 99%

The simultaneous effects of person‐organization and person‐job fit on Turkish hotel managers

Iplik

Kılıç

Yalçın

2011

International Journal of Contemporary Hospitality Management

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Purpose -The purpose of this research is to examine the simultaneous effects of person-organization (P-O) and person-job (P-J) fit on job attitudes of five star hotels' managers in Turkey. Design/methodology/approach -Data were collected from managers of five star hotels via a web-based questionnaire. According to the data of Ministry of Culture and Tourism, Turkey has 299 ministry licensed five star hotels. Of the 299 hotel managers, 158 (52.8 percent) have participated in the research. Correlation and regression analyses were used to test the predicted relationships. Findings -The findings in this paper indicate that P-O/P-J fit positively related to organizational commitment, job motivation and job satisfaction, and according to correlation analyses results, negatively related to organizational stress level of hotel managers.Research limitations/implications -The findings contribute to an improved understanding of the influence of P-O and P-J fit on job attitudes of hotel managers. Results may not generalize to other cultural or national contexts. Originality/value -Most past research has assessed only one type of fit, without controlling for the other. This paper has contributed to the literature by investigating the combined effects of P-O and P-J fit on organizational commitment, job motivation, job satisfaction, and organizational stress of managers in a five star hotel context. Managerial and theoretical implications of research findings are also discussed. This paper contributes to the literature by being one of the first to examine the effects of two different types of person-environment fit on job attitudes of Turkish hotels' managers.

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Section: 2mentioning

confidence: 99%

The simultaneous effects of person‐organization and person‐job fit on Turkish hotel managers

Iplik

Kılıç

Yalçın

2011

International Journal of Contemporary Hospitality Management

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Consequences of Individuals' Fit at Work: A Meta‐analysis of Person–job, Person–organization, Person–group, and Person–supervisor Fit

Kristof‐Brown

Zimmerman

Johnson

2005

Personnel Psychology

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188

4,545

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This meta-analysis investigated the relationships between person-job (PJ), person-organization (PO), person-group, and person-supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit.

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Why Investing in Diversity Management Matters: Organizational Attraction and Person–Organization Fit

Madera

Dawson

Neal

2016

Journal of Hospitality & Tourism Research

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Corporate investments in diversity management programs have increased over the past two decades. Across two samples, the current study used experimental methods to examine if organizational attraction and person-organization fit (P-O fit) are influenced by corporate investment in diversity management. In Study 1, 132 hotel managers read about a hotel company that either invested in diversity management programs or removed their investment. In Study 2, 159 hospitality students on the job market read about a hotel company that either invested in diversity management programs or did not read this statement. The results of the current study showed why investing in diversity management matters, namely, because investing in diversity management influences organizational attraction. Across two studies, the participants were more attracted to an organization if the organization invested in diversity management and P-O fit mediated the relationship between corporate investment in diversity management and organizational attraction.

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P-O fit as a moderator of personality-job performance relations

Cited by 5 publications

References 0 publications

The simultaneous effects of person‐organization and person‐job fit on Turkish hotel managers

The simultaneous effects of person‐organization and person‐job fit on Turkish hotel managers

Consequences of Individuals' Fit at Work: A Meta‐analysis of Person–job, Person–organization, Person–group, and Person–supervisor Fit

Why Investing in Diversity Management Matters: Organizational Attraction and Person–Organization Fit

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