Person-organization fit and work-related attitudes and decisions: Examining interactive effects with job fit and conscientiousness.
Journal of Applied PsychologyPublished 1 January 2007
Christian J. Resick, Boris B. Baltes, Cynthia Walker Shantz
Citations299
SJR quartileQ1
SJR score6.80
SNIP3.33
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Abstract
This study examined boundary conditions that surround the importance of perceived person-organization (P-O) fit for work-related attitudes and decisions. The authors hypothesized that P-O fit is more strongly related to satisfaction and job choice decisions when needs-supplies (N-S) job fit or demands-abilities (D-A) job fit is low, and that P-O fit is more strongly related to job choice decisions for highly conscientious individuals. Hypotheses were tested among 299 participants in a 12-week internship program. Results indicated that P-O fit was more strongly related to satisfaction when individuals experienced low N-S job fit. P-O fit was more strongly related to job choice intentions when individuals experienced low D-A job fit or were highly conscientious. Finally, P-O fit was related to job offer acceptance for highly conscientious individuals.
Keywords
Social SciencesBusiness, Management and Accounting
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