:::

詳目顯示

回上一頁
題名:過去的適配經驗、新工作選擇的適配偏好與策略、以及新工作的適配狀況 -- 縱貫面的研究
作者:沈其泰 引用關係
作者(外文):Chi-Tai Shen
校院名稱:國立臺灣大學
系所名稱:商學研究所
指導教授:莊璦嘉
學位類別:博士
出版日期:2011
主題關鍵詞:個人與組織適配個人與工作需求-能力適配個人與工作需要-供給適配適配偏好工作資訊搜尋方法Person-organization fitdemands-abilities fitneeds-supplies fitfit preferencejob information search method
原始連結:連回原系統網址new window
相關次數:
  • 被引用次數被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:0
  • 共同引用共同引用:0
  • 點閱點閱:25
本研究嘗試整合並延伸個人與環境適配和工作搜尋此兩個領域的研究,並採用理性行動理論與計畫行為理論為基礎,探討工作搜尋者過去的經驗(個人與前組織適配、個人與前工作需求-能力適配、個人與前工作需要-供給適配),將如何引發其行為傾向(個人與組織適配偏好、個人與工作需求-能力適配偏好、個人與工作需要-供給適配偏好),而此行為傾向又將如何影響其工作搜尋時所展現的搜尋行為(隨意式、探索式、以及焦點式資訊搜尋方法),最後再進而影響個體進入新組織之後的適配知覺(個人與組織適配、個人與工作需求-能力適配、個人與工作需要-供給適配)。為了符合本研究的需求,將研究對象鎖定在具有工作經驗且正處於新工作(組織)搜尋的工作搜尋者,並針對台灣企業組織採取兩階段的資料蒐集方法,總共蒐集了668份個人資料。研究結果顯示:(1) 就個人與組織適配而言:當工作搜尋者的個人與前組織適配愈高時,會有愈高的個人與組織適配偏好,並進而採用焦點式或探索式的資訊搜尋方法;然而,個體的個人與前組織適配與隨意式資訊搜尋方法具有顯著的正相關;此外,工作搜尋方法與個人與組織適配之間幾乎沒有顯著關係。(2) 就個人與工作需求-能力適配而言:當工作搜尋者的個人與前工作需求-能力適配愈高時,會有愈高的個人與工作需求-能力適配偏好,並進而採用探索式的資訊搜尋方法,同時在個體進入新工作之後,所知覺到的需求-能力適配也較高;然而,個體的個人與前工作需求-能力適配與焦點式資料搜尋方法之間並沒有顯著關係。(3) 就個人與工作需要-供給適配而言:當工作搜尋者的個人與前工作需要-供給適配愈高時,會有愈高的個人與工作需要-供給適配偏好,並進而採用探索式或焦點式的資訊搜尋方法,同時在個體進入新工作之後,所知覺到的需要-供給適配也較高。最後,針對本研究的主要研究發現與研究限制進行討論,並對未來研究的方向與管理實務上的意涵,提供些許的建議。
This study aimed to integrate two streams of research that are person-environment fit and job search. It was based on the theory of reasoned action and the theory of planned behavior and examined the relationship between job searchers’ former experiences (person-organization former fit, demands-abilities former fit, and needs-supplies former fit), behavioral intentions (person-organization fit preference, demands-abilities fit preference, and needs-supplies fit preference), job search behaviors (haphazard search strategy, exploratory search strategy, and focus search strategy), and present fits (person-organization fit, demands-abilities fit, and needs-supplies fit). Based on our research requirements, our research had two waves in time and we only approached participants who were looking for a new job and thus who had former work experiences. A total of 668 participants from Taiwan consisted of our final usable sample. This study found that first, for person-organization fit, person-organization former fit was significantly associated with person-organization fit preference. Moreover, when job searchers had higher person-organization fit preference, they preferred to adopt focus or exploratory search method. However, person-organization former fit had a significant positive effect on haphazard search method. Furthermore, the relationship between the three kinds of job search methods and person-organization fit were non-significant. Second, for demands-abilities fit, high demands-abilities former fit was associated with high demands-abilities fit preference. Moreover, when job searchers had higher demands-abilities fit preference, they preferred to adopt exploratory search method, and this would lead to high demands-abilities fit perception. However, there was no significant relationship between demands-abilities former fit and focus search method. Finally, for needs-supplies fit, high needs-supplies former fit associated with high needs-supplies fit preference. Moreover, needs-supplies fit preference was significant related to exploratory and focus search method, and this would lead to high needs-supplies fit. Study limitations, future research, and managerial implications are also discussed.
吳秉恩 (1993)。組織行為學,華泰出版社。
郭建志、鄭伯壎、王建忠 (2001)。文化價值契合、工作性格與員工效能:遞增效度的分析。中華心理學刊,43,175-187。new window
劉兆明、黃子玲、陳千玉 (1995)。企業文化的解讀與分析:以三個大型民營企業為例。中華心理學刊,37,56-119。new window
鄭伯壎 (1990)。組織文化:概念與測量。中華心理學刊,32,14-62。
Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50, 179-211.
Ajzen, I., & Fishbein, M. (1977). Attitude-behavior relations: A theoretical analysis and review of empirical research. Psychological Bulletin, 84, 888-918.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling with practice: A review and recommended two-step approach. Psychological Bulletin, 103, 411-423.
Arbuckle, J. L. (2003). AMOS 5.0 [computer software], SPSS, Chicago, IL.
Ashforth, B. E., & Saks, A. M. (1996). Socialization tactics: Longitudinal effects on newcomer adjustment. Academy of Management Journal, 39, 149-178.
Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Thousand Oaks, CA: Sage.
Barber, A. E., Daly, C. L., Giannantonio, C. M., & Philips, J. M. (1994). Job search activities: An examination of changes over time. Personnel Psychology, 47,739-765.
Bauer, T. N., Morrison, E. W., & Callister, R. R. (1998). Organizational socialization: A review and directions for future research. In G. R. Ferris & K. M. Rowland (Eds.), Research in personnel and human resource management, Vol. 16. Greenwich, CT: JAI Press.
Behling, O., Labovitz, G., & Gainer, M. (1968). College recruiting: A theoretical basis. Personnel Journal, 47, 13–19.
Bentler, P. M. (1990). Comparative Wt indexes in structural models. Psychological Bulletin, 107, 238–249.
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88, 588–606.
Blau, G. (1993a). further exploring the relationship between job search and voluntary individual turnover. Personnel Psychology, 46, 313-330.
Blau, G. (1994). Testing a two-dimensional measure of job-search behavior. Organizational Behavior and Human Decision Processes, 59, 288–312.
Bollen, K. A. (1989). Structural Equations with Latent Variables. Wiley, New York.
Boswell, W. R., Roehling, M. V., LePine, M. A., & Moynihan, L. M. (2003). Individual job-choice decisions and the impact of job attributes and recruitment practices: A longitudinal field study. Human Resource Management, 42, 23-37.
Boudreau, J. W., Boswell, W. R., Judge, T. A., & Bretz, R. D. Jr. (2001). Personality and cognitive ability as predictors of job search among employed managers. Personnel Psychology, 54, 25-50.
Bowen, D. E., Ledford, G. E., & Nathan, B. R. (1991). Hiring for the organization not the job. Academy of Management Executive, 5, 35-51.
Boxx, W. R., Odom, R. Y., & Dunn, M. G. (1991). Organizational values and value congruency and their impact on satisfaction, commitment, and cohesion. Public Personnel Management, 20, 195-205.
Breaugh. J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26, 405-34.
Bretz, R. D. Jr., Ash, R. A., & Dreher, G. F. (1989). Do people make the place? An examination of the attraction-selection-attrition hypothesis. Personnel Psychology, 42, 561-581.
Bretz, R. D. Jr., & Judge, T. A. (1994a). Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44, 32-54.
Bretz, R. D., Jr., & Judge, T. A. (1994b). The role of human resources systems in job applicant decision processes. Journal of Management, 20, 531-551.
Bretz, R. D. Jr., Rynes, S. L., & Gerhart, B. (1993). Recruiter perceptions of applicant fit: Implications for individual career preparation and job search behavior. Journal of Vocational Behavior, 43, 310-327.
Bridges, J. S. (1989). Sex differences in occupational values. Sex Roles, 20, 205-211.
Brislin, R. W. (1980). Translation and content analysis of oral and written material. In H. C. Triandis & J. W. Berry (Eds.), Handbook of cross-cultural psychology, vol. 2: 349-444. Boston: Allyn & Bacon.
Brissett, M., & Nowicki, Jr. S. (1976). Internal versus External of Reinforcement and Reaction to Frustration. Journal of Abnormal and Social Psychology, 25, 35-39.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model Wt. In K. A. Bollen & J. S. Long (Eds.), Testing structural equation models (pp. 136–162). Newbury Parky, CA: Sage.
Butterfield, E.C. (1964). Locus of control, test anxiety, reaction to frustration, and achievement attitudes. Journal of Personality, 32, 350-370.new window
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87, 875-884.
Cable, D. M., & Judge, T. A. (1994). Pay preferences and job search decisions: A person-organization fit perspective. Personnel Psychology, 47, 317-348.
Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior & Human Decision Processes, 67, 294-311.
Cable, D. M., & Judge, T. A. (1997). Interviewers'' perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82, 546-561.
Cable, D. M., & Parsons, C. K. (2001). Socialization tactics and person-organization fit. Personnel Psychology, 54, 1-23.
Caldwell, D. F., & O’Reilly, C. A. (1990). Measuring person-job fit with a profile-comparison process. Journal of Applied Psychology, 75, 648-657.
Caplan, R. D. (1987). Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms. Journal of Vocational Behavior, 31, 248-267.
Carless, S. A., & Imber, A. (2007). The influence of perceived interviewer and job and organizational characteristics on applicant attraction and job choice intentions: The role of applicant anxiety. International Journal of Selection and Assessment, 15, 359-371.
Chapman, D., & Webster, J. (2006). Toward an integrated model of applicant reactions and job choice. International Journal of Human Resource Management, 17, 1032-1057.
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90, 928-944.
Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 14, 333-349.
Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459-484.
Chatman, J. A., & Barsade, S. G. (1995). Personality, organizational culture, and cooperation: Evidence from a business simulation. Administrative Science Quarterly, 40, 423-443.
Chuang, A., & Sackett, P. R. (2005). The perceived importance of person-job fit and person-organization fit between and within interview stage. Social Behavior and Personality, 33, 209-226.
Chung, J., Pysarchik, D. T. (2000). A model of behavioral intention to buy domestic versus imported products in a Confucian culture. Marketing Intelligence & Planning, 18, 281–291.
Cooper-Thomas, H. D., van Vianen, A. E. M., & Anderson, N. (2004). Changes in person-organization fit: The impact of socialization tactics on perceived and actual P-O fit. European Journal of Work and Organizational Psychology, 13, 52-78.
Crossley, C. D., & Highhouse, S. (2005). Relation of job search and choice process with subsequent satisfaction. Journal of Economic Psychology, 26, 255-268.
Dawis, R. V., & Lofquist, L. H. (1984). A psychological theory of work adjustment. University of Minnesota Press, Minneapolis, MN.
DeNisi, A. S., Cornelius, E. T., & McNeely, B. (1987). A preliminary test of an indirect approach to study worker values: Identification of values and demographic differences. Unpublished manuscript.new window
Denison, D. R. (1996). What is the difference between organizational culture and organizational climate? A native’s point of view on a decade of paradigm wars. Academy of Management Review, 21, 619-654.
Denison, D. R., & Mishra, A. K. (1995). Toward a theory of organizational culture and effectiveness. Organization Science, 6, 204-223.
Downey, H. K., Hellriegel, D., & Slocum, J. R. Jr. (1975). Congruence between individual needs, organizational climate, job satisfaction and performance. Academy of Management Journal, 18, 149-155.
Dreher, G. F., & Bretz, R. D. (1991). Cognitive ability and career attainment: Moderating effects of early career success. Journal of Applied Psychology, 76, 392-397.
Eagly, A. H., & Chaiken, S. (1993). The psychology of attitudes. Fort Worth, TX: Harcourt Brace Jovanovich.
Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper & I. T. Robertson (Eds.), International review of industrial and organizational psychology (pp. 283-357). New York: John Wiley and Sons.
Edwards, J. R. (1993). Problems with the use of profile similarity indices in the study of congruence in organizational research. Personnel Psychology, 46, 641-665.
Edwards, J. R. (1994). The study of congruence in organizational behavior research: Critique and a proposed alternative. Organizational Behavior and Human Decision Processes, 58, 51–100.
Edwards, J. R., Cable, D. M., Williamson, I. O., Lambert, L. S., & Shipp, A. J. (2006). The phenomenology of fit: Linking the person and environment to the subjective experience of person-environment fit. Journal of Applied Psychology, 91, 802-827.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87, 565-573.
Elangovan, A. R., & Xie, J. L. (1999). Effects of perceived power of supervisor on subordinate stress and motivation: The moderating role of subordinate characteristics. Journal of Organizational Behavior, 20, 359–373.
Ellis, R. A., & Taylor, M. S. (1983). Role of self-esteem within the job search process. Journal of Applied Psychology, 68, 632-640.
Fishbein, M., & Ajzen, I. (1975). Belief, attitude, intention, and behavior: An introduction to theory and research. Reading, MA: Addison-Wesley.
Fisher, C. D. (1986). Organizational socialization: An integrative review. In K. Roland & G. Feris (Eds.), Research in personnel and human resources management (Vol. 4, pp. 101 – 145). Greenwich, CT: JAI Press.
French, J. R. P., Rogers, W., & Cobb, S. (1974). Adjustment as person-environment fit. In Coelho GV, Hamburg DA, Adams JE (Eds,). Coping and adaptation. (pp. 316-333) New York: Basic Books.
Gay, E. V., Weiss, D. J., Hendel, D. D., Dawis, R. V., & Lofqnist, L. H. (1971). Manual for the Minnesota Importance Questionnaire. Minneapolis: University of Minnesota Press.
Germeijs, V., & De Boeck, P. (2003). Career indecision: The factors from decision theory. Journal of Vocational Behavior, 62, 11-25.
Hales, L. W., & Fenner, B. J. (1973). Sex and social class differences in work values. Elementary School Guidance and Counseling, 8, 26-32.
Harrison, J. R., & Carroll, G. R. (1991). Keeping the faith: A model of cultural transmission in formal organizations. Administrative Science Quarterly, 36, 552-582.
Hofstede, G. 1980. Culture’s consequences: International differences in work-related values. Beverly Hills, CA: Sage.
Holland, J. (1973). Making vocational choices: A theory of careers. Englewood Cliffs, NJ: Prentice-Hull.
Hollenbeck, J. R., Ilgen, D. R., Ostroff, C., &Vancouver, J. B. (1989). Sex differences in occupational choice, pay, and worth: A supply-side approach to understanding the male-female wage gap. Personnel Psychology, 40, 715-743.
Jansen, K. J., & Kristof-Brown, A. (2006). Toward a multidimensional theory of person-environment fit. Journal of Managerial Issues, 18, 193-212.
Jöreskog, K. G., & Sorbom, D. (1993). LISREL 8: Structural equation modeling with the SIMPLIS Command Language. Chicago: Scientific Software International Inc.
Judge, T. A., & Bretz, R. D., Jr. (1992). Effects of work values on job choice decisions. Journal of Applied Psychology, 77, 262-271.
Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology, 50, 359-394.
Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction-performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127, 376-407.
Jurgensen, C. E. (1978). Job preferences (What makes a job good or had?). Journal of Applied Psychology, 63, 267-276.
Kanfer, R., Wanberg, C. R., & Kantrowitz, T. M. (2001). Job search and employment: A personality-motivational analysis and meta-analytic review. Journal of Applied Psychology, 86, 837-855.
Kolenko, T. A., & Aldag, R. J. (1989). Congruence perceptions and managerial career/work outcomes: An exploratory analysis. Paper presented at the meeting of the National Academy of Management.
Konrad, A. M., Ritchie, J. E., Jr., Lieb, P., & Corrigall, E. (2000). Sex differences and similarities in job attribute preferences: A meta-analysis. Psychological Bulletin, 126, 593-641.
Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals'' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281-342.
Lauver, K. J., & Kristof-Brown, A. L. (2001). Distinguishing between employees’ perceptions of person-job and person-organization fit. Journal of Vocational Behavior, 59, 454-470.
Leana, C. R., & Feldman, D. C. (1995). Finding new jobs after a plant closing: Antecedents and outcomes of the occurrence and quality of reemployment. Human Relations, 48, 1381-1401.
Lee, C., & Green, R. T. (1991). Cross-cultural examination of the fishbein behavioral intentions model. Journal of International Business Studies, 22, 289-305.
Lei, M., & Lomax, R. D. (2005). The effect of varying degrees of nonormality in structural equation modeling. Structural Equation Modeling, 12, 1-27.
Lofquist, L. H., & Dawis, R. W. (1968). Adjustment to work: A psychological view of man''s problems in a work-oriented society. New York: Appleton-Century-Crofts.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50, 370-396.
McCormick, E. J., DeNisi, A. S., & Staw. J. B. (1979). Use of the position analysis questionnaire for establishing the job component validity of tests. Journal of Applied Psychology, 64. 51-56.
McCormick, E. J., Jeanneret. P. R., & Mecham, R. C. (1972). A study of job characteristics and job dimensions as based on the Position Analysis Questionnaire (PAO). Journal of Applied Psychology, 56, 347-368.
McKee-Ryan, F.M., Song, Z., Wanberg, C. R., & Kinicki, A. J. (2005). Psychological and physical well-being during unemployment: A meta-analytic study. Journal of Applied Psychology, 90, 53–76.
Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74, 424-432.new window
Moos, R. H. (1987). Person-environment congruence in work, school, and health care settings. Journal of Vocational Behavior, 31, 231-247.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. San Diego, CA: Academic Press.
Muchinsky, P. M., & Monaham, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31: 268-277.
Muthen, B., & Kaplan, D. (1985). A comparison of some methodologies for the factor analysis of nonnormal likert variables. British Journal of Mathematical and Statistical Psychology, 38, 171-189.
Netemeyer, R. G., & Bearden, W. O. (1992). A comparative analysis of two models of behavioral intention. Journal of the Academy of Marketing Science, 20, 49-59.
O’Reilly, C. A. III. (1989). Corporations, culture, and commitment: Motivation and social control in organizations. California Management Review, 31, 9-25.
O’Reilly, C. A. III., Caldwell, D. F., & Barnett, W. P. (1989). Work group demography, social integration and turnover. Administrative Science Quarterly, 34, 21-37.
O’Reilly, C. A. III., & Chatman, J. A. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71, 492-499.
O’Reilly, C. A. III., Chatman, J. A., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487-516.
Olian, J. D., & Rynes, S. L. (1984). Organizational staffing: Integrating practice with strategy. Industrial Relations, 23, 170-183.
Olsson, U. H., Foss, T., Troye, S. V., & Howell, R. D. (2000). The performance of ML, GLS, and WLS estimation in structural equation modeling under conditions of misspecification and nonnormality. Structural Equation Modeling, 7, 557-595.
Pervin, L. (1989). Persons, situations, interactions: The history of a controversy and a discussion of theoretical models. Academy of Management Review, 14, 350-360.
Piasentin, K. A., & Chapman, D. S. (2006). Subjective person-organization fit: Bridging the gap between conceptualization and measurement. Journal of Vocational Behavior, 69, 202-221.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879-903.
Posner, B. Z., Kouzes, J. M., & Schmidt, W. H. (1985). Shared values make a difference: An empirical test of corporate culture. Human Resource Management, 24, 293-309.new window
Powell, G. N. (1984). Effect of job attributes and recruiting practices on applicant decisions: A comparison. Personnel Psychology, 37, 721–732.
Pritchard, R. D., & Karasick, B. W. (1973). The effects of organizational climate on managerial job performance and job satisfaction. Organizational Behavior and Human Performance, 9, 126-146.
Pryor, R. (1982). Values, preferences, needs, work ethics, and orientations to work: Toward a conceptual and empirical integration. Journal of Vocational Behavior, 20, 40-52.
Ravlin, E. C., & Meglino, B. M. (1987). Effect of values on perception and decision making: A study of alternative work values measures. Journal of Applied Psychology, 72, 666-673.
Richards, E. W. (1984). Early employment situations and work role satisfaction among recent college graduates. Journal of Vocational Behavior, 24, 305–318.
Roberts, B. W., & Robins, R. W. (2004). Person-environment fit and its implications for personality development: A longitudinal study. Journal of Personality, 72, 89-110.
Roethlisberger, F. J., & Dickson, W. J. (1939). Management and the worker. Cambridge. MA: Harvard University Press.
Rosenbaum, J. E. (1979). Tournament mobility: Career patterns in a corporation. Administrative Science Quarterly, 24, 220–241.
Ryan, M. J., & Bonfield, E. H. (1975). The fishbein extended model and consumer behavior. Journal of Consumer Research, 2, 118-136.
Ryan, M. J., & Bonfield, E. H. (1980). Fishbein’s intentions model: A test of external and pragmatic validity. The Journal of Marketing, 44, 82-95.new window
Ryan, R. M. (1982). Control and information in the intrapersonal sphere: An extension of cognitive evaluation theory. Journal of Personality and Social Psychology, 43, 450-461.
Rynes, S. L., Bretz, R. D. Jr., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel Psychology, 44, 487-521.
Rynes, S. L., & Gerhart, B. (1990). Interviewer assessments of applicant “fit:” An exploratory investigation. Personnel Psychology, 43, 13-35.
Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50, 395-426.
Saks, A. M., & Ashforth, B. E. (1999). Effects of individual differences and job search behaviors on the employment status of recent university graduates. Journal of Vocational Behavior, 54, 335–349.
Saks, A. M., & Ashforth, B. E. (2002). Is job search related to employment quality? It all depends on the fit. Journal of Applied Psychology, 87, 646-654.
Schneider, B. (1976). Staffing organizations. Santa Monica: Goodyear Publishing.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-454.
Schneider, B. (2001). Fits about fit. Applied Psychology: An International Review, 50, 141-152.
Schneider, B., Goldstein, H.W. & Smith, D. B. (1995). The ASA framework: An update, Personnel Psychology, 48, 747-773.
Schwab, D. P., Rynes, S. L., & Aldag, R. J. (1987). Theories and research on job search and choice. In Rowland K, Ferris G (Eds.), Research in personnel and human resources management (Vol. 5, pp. 129-166). Greenwich, CV: JAI Press.
Slaughter, J. E., Richard, E. M., & Martin, J. H. (2006). Comparing the efficacy of policy-capturing weights and direct estimates for predicting job choice. Organizational Research Methods, 9, 285-314.
Soelberg, P. O. (1967). Unprogrammed decision making. Industrial Management Review, 8, 19-29.
Steffy, B. D., Shaw, K. N., & Noe, A. W. (1989). Antecedents and consequences of job search behaviors. Journal of Vocational Behavior, 35, 254–269.
Stevens, C. K., & Beach, L. R. (1996). Job search and job selection. In R. Beach & P. Lee Roy (Eds.), Decision making in the workplace: A unified perspective (pp. 33–47). Hillsdale, NJ: Lawrence Erlbaum Associates.
Stevens, C. K., & Turban, D. B. (2001). Impact of job seekers’ search strategies and tactics on search success. Paper presented at the Annual conference of the Society for Industrial and Organizational Psychology, April.
Super, D. E. (1970). Manual: Work Values Inventory. Boston, MA: Houghton Mifflin.
Tesluk, P. E., & Jacobs, R. R. (1998). Toward an integrated model of work experience. Personnel Psychology, 51, 321-355.
Tom, V. R. (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6, 573-592.
Tucker, L. R., & Lewis, C. (1973). The reliability coeYcient for maximum likelihood factor analysis. Psychometrika, 38, 1–10.
Turban, D. B., Eyring, A. R., & Campion, J. E. (1993). Job attributes: Preferences compared with reasons for accepting and rejecting job offers. Journal of Occupational and Organizational Psychology, 66, 71-81.
Turner, J. B. (1995). Economic context and health effects of unemployment. Journal of Health and Social Behavior, 36, 213–229.
Tziner, A. (1987). Congruency issue retested using Fineman’s achievement climate notion. Journal of Social Behavior and Personality, 2, 63-78.
van Hooft, E. A. J., & Crossley, C. D. (2008). The joint role of locus of control and perceived financial need in job search. International Journal of Selection and Assessment, 16, 258-271.
van Vianen, A. E.M., De Pater, I. E., & Van Dijk, F. (2007). Work value fit and turnover intention: same-source or different-source fit. Journal of Managerial Psychology, 22, 188-202.
van Vianen, A. E. M., Shen, C. T., & Chuang, A. (in press). Person-organization and person-supervisor fits: Employee commitments in a Chinese context. Journal of Organizational Behavior.
Vancouver, J. B., Millsap, R. E., & Peters, P. A. (1994). Multilevel analysis of organizational goal congruence. Journal of Applied Psychology, 79, 666-679.
Vancouver, J. B., & Schmitt, N. W. (1991). An exploratory examination of person-organization fit: Organizational goal congruence. Personnel Psychology, 44, 333-352.
Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63, 473-489.
Vilela, B. B., Gonzales, J. A. V., & Ferrin, P. F. (2008). Person-organization fit, OCB and performance appraisal: Evidence from matched supervisor-salesperson data set in a Spanish context. Industrial Marketing Management, In Press.
Vinokur, A.D., & Caplan, R. D. (1987). Attitudes and social support: Determinants of job-seeking behavior and wellbeing among the unemployed. Journal of Applied Social Psychology, 17, 1007–1024.
Wanberg, C. R. (1997). Antecedents and outcomes of coping behaviors among unemployed and reemployed individuals. Journal of Applied Psychology, 82, 731-744.
West, M. A., & Anderson, N. R. (1996). Innovation in top management teams. Journal of Applied Psychology, 81, 680-693.
Westerman, J. W., & Cyr, L. A. (2004). An integrative analysis of person-organization fit theories. International Journal of Selection and Assessment, 12, 252-261.
Wharton, A. S. (1992). The social construction of gender and race in organizations: A social identity and group mobilization perspective. In P. Tolbert and S. B. Bacharach (Eds.), Research in the Sociology of Organizations (10. Greenwich, CT: JAI Press, pp. 55-84)
Wilk, S. L., & Sackett, P. R. (1996). Longitudinal analysis of ability-job complexity fit and job change. Personnel Psychology, 49, 937-967.
Witt, L. A. (1998). Enhancing organizational goal congruence: A solution to organizational politics. Journal of Managerial Psychology, 83, 666-674.
Witt, L. A., Hilton, T. F., & Hellman, C. M. (1993). Person-organization fit and job satisfaction: A social exchange perspective. Paper presented at the Annual Meeting of the Southwest Academy of Management, New Orleans, LA.
Witt, L. A., & Nye, L. G. (1992). Organizational goal congruence and job attitudes revisited. Oklahoma City, OK: FAA Civil Aeromedical Inst.
Witt, L. A., & Voss, E. (1995). Person-organization fit, customer focus and commitment. Paper presented at the Tenth Annual Meeting of the Society for Industrial and Organizational Psychology, Orlando, FL.

 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關著作
 
無相關點閱
 
QR Code
QRCODE