The use of person-organization fit and person-job fit information in making selection decisions

被引：62
|
作者：
Sekiguchi, Tomoki [1 ]
Huber, Vandra L. [2 ]
机构：
[1] Osaka Univ, Grad Sch Econ, Osaka 5600043, Japan
[2] Univ Washington, Foster Sch Business, Seattle, WA 98195 USA
来源：
ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES | 2011年 / 116卷 / 02期
关键词：
Selection decision making; Person-organization fit; Person-job fit; Position characteristics; Contract duration; Task elements; NONCOMPENSATORY MODELS; RECRUITER PERCEPTIONS; APPLICANT FIT; WORK; JUDGMENT; SOCIALIZATION; CONSEQUENCES; METAANALYSIS; NEGATIVITY; POSITIVITY;
D O I：
10.1016/j.obhdp.2011.04.001
中图分类号：
B849 [应用心理学];
学科分类号：
040203 ;
摘要：
Two policy-capturing studies were conducted to investigate how person-organization (PO) fit and person-job (PJ) fit information are weighted and combined when hiring decision makers evaluate job candidates, and how the process is influenced by the position's characteristics. Regarding the combining process, we detected a nonlinear, conjunctive rule in which a low level of PJ fit was paid more attention, the levels of PO fit and PJ fit interacted, and candidates with moderate levels of PO fit and PJ fit were preferred over those with high and low levels. Regarding the weighting process, we found that PO fit was weighted more heavily for a permanent position, and PJ fit for a fixed-term and/or a knowledge-intensive position. In addition, the position's contract duration (permanent vs. fixed-term) and task elements (managerial vs. knowledge-intensive) interacted in influencing the weighting of PO fit and PJ fit. (C) 2011 Elsevier Inc. All rights reserved.
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页码：203 / 216
页数：14
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