THE PERCEIVED IMPORTANCE OF PERSON-JOB FIT AND PERSON-ORGANIZATION FIT BETWEEN AND WITHIN INTERVIEW STAGES

2005 ◽  
Vol 33 (3) ◽  
pp. 209-226 ◽  
Author(s):  
Aichia Chuang ◽  
Paul R. Sackett

This study explored the perceived importance of person-job fit and person-organization fit between and within three interview stages (i.e., initial, final, and single stage). The initial and final interviews refer to the sequential interviews conducted in a multiple-stage selection process and the single interview refers to the only interview conducted before a final decision is made. Using 446 campus recruiters, it was shown that: 1) P-J fit was perceived as more important than P-O fit in the initial interview; 2) the importance of P-J fit becomes lower from the initial interview to the single interview and from the initial interview to the final interview; and 3) the importance of P-O fit becomes higher from the initial interview to the single interview and from the initial interview to the final interview. Empirical implications and future directions are discussed.

2020 ◽  
Vol 21 (1) ◽  
pp. 39-47
Author(s):  
Emiliana Sri Pudjiarti ◽  
Prihatin Tiyanto Priagung Hutomo

In relation to the problem of SME productivity, it is necessary to investigate whether there is a problem of mismatch between workers and work and groups and corporate cultural values. This study aims to analyze whether the concept of innovative work behavior can mediate the relationship of person-job fit, person-organization fit and person-group fit to job performance. The study was conducted in the metal SME industry in Tegal Regency, with 256 respondents. Data collection tools use questionnaires and interviews. Data analysis is done with a structural equation model. Based on the results of the analysis, there is a positive relationship between variables. This illustrates that the challenges of SMEs in the future are to maintain the best human resources to remain committed to the organization. In maintaining its existence, alignment of individual values with work, organization and groups is the best tool to achieve goals through innovative changes in employee behavior, and also to lay a solid foundation in the recruitment and selection process of new employees that have the potential to increase job performance.


2013 ◽  
Vol 12 (3) ◽  
pp. 143-151 ◽  
Author(s):  
Nicolas Roulin ◽  
Adrian Bangerter

Industry surveys and media reports suggest that recruiters increasingly use social networking websites (SNWs) in the selection process, but corresponding scientific research is still limited. Using signaling theory, we examine SNWs as a new way for applicants to signal their qualities to recruiters. Results suggest that recruiters and potential applicants (students and graduates) both perceive professional SNWs (e.g., LinkedIn) as a potential antecedent of Person-Job fit information and personal SNWs (e.g., Facebook) as a potential antecedent of Person-Organization fit information. When evaluating the same SNW profile, recruiters and potential applicants focus on different sections of the profile (e.g., recruiters focus more on job-related information), but they tend to infer similar personality traits. Implications for using SNWs in selection are discussed.


2021 ◽  
Vol 22 (1) ◽  
Author(s):  
Nasrin Hafezparast ◽  
Ellie Bragan Turner ◽  
Rupert Dunbar-Rees ◽  
Alice Vodden ◽  
Hiten Dodhia ◽  
...  

Abstract Background Defining multimorbidity has proved elusive in spite of attempts to standardise definitions. For national studies, a broad definition is required to capture national diversity. For locally based studies, the definition may need to reflect demographic and morbidity patterns. We aimed to define multimorbidity for an inner city, multi-ethnic, deprived, young age community typical of many large cities. Methods We used a scoping literature review to identify the international literature, standards and guidelines on Long Term Condition (LTC) definitions for inclusion in our multimorbidity definition. Consensus was categorised into high, medium or low consensus, depending on the number of literature sources citing each LTC. Findings were presented to a workshop consisting of local health service stakeholders who were asked to select LTCs for inclusion in a second stage review. In the second stage, each LTC was tested against seven evaluation domains: prevalence, impact, preventability, treatment burden, progression to multiple LTCs, impact on younger people, data quality. These domains were used to create 12 target criteria. LTC rankings according to consensus group and target criteria scores were presented to a second workshop for a final decision about LTC inclusion. Results The literature review identified 18 literature sources citing 86 LTCs: 11 were excluded because they were LTC clusters. The remainder were allocated into consensus groupings: 13 LTCs were ‘high consensus’ (cited by ≥ 11 sources); 15 were ‘medium consensus’ (cited by 5–10 sources); 47 were ‘low consensus’ (cited by < 5 sources). The first workshop excluded 31 LTCs. The remaining 44 LTCs consisted of: 13 high consensus LTCs, all with high target score (score 6–12); 15 medium consensus LTCs, 11 with high target scores; 16 low consensus LTCs, 6 with high target scores. The final workshop selected the 12 high consensus conditions, 12 medium consensus LTCs (10 with high target scores) and 8 low consensus LTCs (3 with high target scores), producing a final selection of 32 LTCs. Conclusions Redefining multimorbidity for an urban context ensures local relevance but may diminish national generalisability. We describe a detailed LTC selection process which should be generalisable to other contexts, both local and national.


2012 ◽  
Vol 2 (3) ◽  
pp. 172 ◽  
Author(s):  
Masoodul Hassan ◽  
Ammara Akram ◽  
Sana Naz

In last few decades, employees’ job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates the relationship between person-job-fit and turnover intention.


2020 ◽  
Vol 35 (5) ◽  
pp. 317-332
Author(s):  
Katrien Vandevelde ◽  
Elfi Baillien ◽  
Guy Notelaers

PurposeThis study tested whether person-job fit (PJ-fit), person-group fit (PG-fit) and person-organization fit (PO-fit) relate to exposure to and enactment of workplace bullying (WB), mediated by strain and conflict.Design/methodology/approachData from 1,077 employees were analysed using multiple mediator structural equation modelling (Mplus 8.0).FindingsPJ-fit, PG-fit and PO-fit all related to WB. PG-fit accounted for most explained variance. PJ-fit, PG-fit and PO-fit related to bullying through strain; only PG-fit also related to bullying through conflict.Research limitations/implicationsPE-fit is valuable to parsimoniously investigate WB's multi-causal nature; and strain and conflict partially explain the associations. Future research may shed more light on the direction of these effects.Practical implicationsSo far, scholars assumed that job design prevents WB (work-environment hypothesis). This study revealed that prevention should also focus on the fit between employee and group/organization.Social implicationsWB has high societal costs. The authors introduce a new angle to WB prevention. To counteract WB, practitioners should also look at PJ-fit, PG-fit and PO-fit. This is not only important for recruitment, but also for tenured employees (e.g. because of changes in employees' needs, the job, the group or the organization).Originality/valueThis study was the first to investigate the multi-causal nature of both WB exposure and enactment, by applying the lens of PE-fit, and testing explanatory mechanisms.


2020 ◽  
Vol 13 (2) ◽  
Author(s):  
Danielle Deimling De Carli ◽  
Jucelia Appio Frizon

Este trabalho analisa se o ajuste Person-Environment Fit tem efeito mediador na relação entre as Práticas de Gestão das Relações Interpessoais e Índices de Turnover dos funcionários nas “Melhores Empresas para trabalhar” no Brasil em 2017. O presente estudo tem abordagem quantitativa de caráter descritivo com corte transversal. Os dados, de ordem secundária, foram fornecidos pela Fundação Instituto de Administração (FIA). Utilizou-se dados de 456 empresas para análise das Práticas de Gestão das Relações Interpessoais e índices de Turnover e das percepções de 250.273 funcionários para os Índices de Qualidade no Ambiente de Trabalho (IQTA). Para efeito de teste do modelo procedeu-se regressão linear, seguido dos testes de Sobel, Aroian e Goodman para efeito de mediação. Organizadas a variável dependente, independente e mediadoras, avaliou-se se o conjunto das Práticas das Relações Interpessoais afetam os índices de Turnover das organizações pesquisadas e tal relação foi confirmada (H1), sendo que quanto maior a incidência destas práticas, menores os índices de Turnover. Constatou-se em seguida que a existência de Práticas de Gestão das Relações Interpessoais impactam no Person-Environment Fit em suas quatro dimensões (H2a, H2b, H2c e H2d). No entanto, com relação ao efeito de mediação das dimensões da variável Person-Environment Fit entre o conjunto das Práticas das Relações Interpessoais e os indicadores de Turnover identificou-se que somente Person-Organization Fit (H3a) pode ser considerada mediadora, rejeitando mediação das variáveis Person-Job FIT (H3b); Person-Group FIT (H3c) e Person-Supervisor Fit (H3d). Limitações e sugestões para futuros trabalhos são apresentados no encerramento deste artigo. 


Author(s):  
Imran Ali

The current study examines the influence of person-environment fit constructs including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit between teaching satisfaction and life satisfaction among faculty members. The study uses data collected from 509 faculty members teaching in different colleges and universities of Pakistan. The study found significantly positive influence of all person-environment fit dimensions including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit on teaching satisfaction and life satisfaction perceptions among faculty members in Pakistan.


Author(s):  
Jianye Wei ◽  
David F. Treagust ◽  
Mauro Mocerino ◽  
Anthony D. Lucey ◽  
Marjan G. Zadnik ◽  
...  

AbstractThis paper reviews the ways in which interactions have been studied, and the findings of such studies, in science education in both face-to-face and remote laboratories. Guided by a systematic selection process, 27 directly relevant articles were analysed based on three categories: the instruments used for measuring interactions, the research findings on student interactions, and the theoretical frameworks used in the studies of student interactions. In face-to-face laboratories, instruments for measuring interactions and the characterisation of the nature of interactions were prominent. For remote laboratories, the analysis of direct interactions was found to be lacking. Instead, studies of remote laboratories were mainly concerned with their practical scope. In addition, it is found that only a limited number of theoretical frameworks have been developed and applied in the research design. Existent theories are summarised and possible theoretical frameworks that may be implemented in studies of interactions in undergraduate laboratories are proposed. Finally, future directions for research on the inter-relationship between student interactions and laboratory learning are suggested.


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