:::

詳目顯示

回上一頁
題名:甄選決策中個體-環境契合度之影響與干擾效果之研究
作者:陳婉瑜
作者(外文):Wan-Yu Chen
校院名稱:雲林科技大學
系所名稱:企業管理博士班
指導教授:楊仁壽
許碧芬
學位類別:博士
出版日期:2009
主題關鍵詞:個體-環境契合度個體-組織契合度個體-環境契合度甄選重複量數變異數分析華人關係策略攫取法P-E fitP-O fitP-J fitselectionpolicy capturing methodologyguanxirepeated measures ANOVA
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:60
P-J fit和P-O fit被廣泛地用於過去的研究,然而契合度在員工的甄選過程中所扮演的角色仍有許多未被探究的議題,例如同時考量兩種不同的契合度,比較其相對重要性;各種契合形態間的交互關係是否具有干擾或抵換效用;或是在不同工作職務情境的干擾下,會對契合度指標與甄選決策造成何種效應。基於本土文化之考量,再加上華人社會下這種不透明、非正式但又具有普遍性的「關係」,P-J fit、P-O fit和關係密切程度三指標間對於雇主在做甄選決策會形成何種效應。因此,本研究主要目的在探究以下幾個議題,首先,本研究將同時考量P-J fit、P-O fit和關係密切程度對管理者雇用決策的影響力;其次,本研究將探究在不同的工作職務下,P-J fit、P-O fit和關係密切程度對於雇用決策的影響又為何。總結來說,對於具體的甄選決策來說,在什麼狀況下P-J fit有重大的影響?什麼狀況下則是P-O fit?關係密切程度在何種職務下更為重要?當應徵者契合程度和關係密切程度存在不同程度時,雇主應如何做出最適當的甄選決策?
為了驗證研究假說,本研究採用情境故事(scenario)之策略攫取(policy-capturing)實驗設計法,並以重複量數變異數分析進行資料分析,在樣本選取上以實際具有招募經驗的管理者為主,以求結果更貼近實際甄選狀況。最後,共回收95份有效樣本,整體重測信度平均為0.81,平均R2為0.83,相當可信,其中填答甄選管理者的問卷為50份,填答甄選專業技術人員的為45份。
研究結果包括:一、在華人社會中,不論是甄選管理職務或是專業技術職務,P-J fit, P-O fit 和關係三個指標都具有決策影響力存在。二、不論是甄選管理職務或是專業技術職務,P-J fit, P-O fit 和關係三個指標中,均以P-J fit的決策影響力為最大,然而,在甄選管理職務中,P-J fit和P-O fit的影響力接近同等重要性。三、關係密切程度對於管理人員的甄選決策影響力大於專業技能人員。四、比較三指標之交互作用對甄選決策的影響效果發現,對管理職而言,當P-J fit低時,再搭配關係之運用,對於職務的錄取具有較強的加分效果;對於管理職而言,當P-O fit高時,再搭配關係之運用,對於職務的錄取具有較強的加分效果。而專業技術職以考量P-J fit為首要,契合度與關係的交互作用對於甄選決策的影響較不那麼顯著。
Despite the extensive studies of both P-O fit (person-organization fit) and P-J fit (person-job fit), there are still unexplored issues that should be examined in order to understand the role of fit in the employee selection process. Based on our local culture, guanxi was added into our concern that was opaque and unofficial but common in the Chinese society. This dissertation focuses on two main issues that have not been explored thoroughly. The first issue concerns the simultaneous impact of P-J fit, P-O fit and Guanxi when managers make selection decisions. The second issue concerns the effects of occupational characteristics (i.e., professional versus managerial) on the relative importance of P-J fit, P-O fit and guanxi in selection decisions.
To test the hypotheses, I used the policy capturing methodology, and repeated measures ANOVA was applied for data analysis. For the reliability and validity of the study, a sample of 95 managers and business professionals who had the hiring experiences was invited. Results generally support the major theme of the dissertation. Specifically, despite of the recruiting occupation was professional or managerial, it was found that P-J fit, P-O fit and Guanxi all have the unique impact on manager’s hiring decisions, and P-J fit was weighted more heavily than P-O fit and guanxi. When the position was managerial occupation, P-J fit and P-O fit have the simultaneous importance for hiring decisions. It also found that guanxi was more effect on managerial occupation than professionals. Comparing the interactions among P-J fit, P-O fit and guanxi, it revealed that when P-J fit is low, accompanying with high guanxi will have the extra synergy effect on hiring decision for managerial. And when P-O fit is high, accompanying with high guanxi make perfection still more perfect.
參考文獻:
王俊明 (2001):積差相關在體育研究上的應用。論文發表於中華民國大專院校九十年度體育統計研討會,桃園縣,國立體育學院。
王國川(2002),圖解SAS在變異數分析上的應用。台北:五南圖書出版股份有限公司。
危芷芬(2001),華人的關係類型與人際義務。台灣大學心理學研究所博士論文。new window
艾昌瑞、楊泰和(2006),“有關係、沒關係?”探究華人商業交易場域中的應酬與關係建構經驗,關係管理研究,第三期,25-48。
吳明隆(2008),SPSS操作與應用變異數分析實務,台北:五南圖書出版股份有限公司,初版二刷。
呂秀英(2003),重複測量資料分析的統計方法,科學農業,51(7,8),174-185。
林邦傑(1984),讚許欲與人格特質、青少年犯罪之關係。教育與心理研究,7 ,1-17。
林財丁、林瑞發(2003),組織行為(Robbins, Stephen P.原著),台北:台灣培生教育出本股份有限公司出版,滄海書局發行。
邱皓政(2005),量化研究法(二):統計原理與分析技術,台北:雙葉書廊有限公司。
金耀基(1992),關係和網絡的建構:一個社會學的詮釋,見金耀基(主編),中國社會與文化,香港:牛津大學出版社,64-85new window
姜定宇、鄭伯壎(2003),組織忠誠、組織承諾、及組織公民行為,見鄭伯壎、姜定宇、鄭弘岳主編:組織行為研究在台灣—三十年回顧與展望。台北:桂冠。new window
徐瑋玲、鄭伯壎、黃敏萍(2002),華人企業領導人的員工歸屬與管理行為,本土心理學,18,51-94。new window
張國義(2004),員工歸類模式對甄選、晉升之影響:差序格局觀點,國立中山大學人力資源管理研究所未出版博士論文。new window
戚樹誠(1996),企業組織親信角色之實證研究,管理評論,15(1),37-59。new window
莊璦嘉、林惠彥(2005),個人與環境適配對工作態度與行為之影響,台灣管理學刊,5(1),123-148。new window
莊璦嘉、蘇弘文(2005),主觀適配的特質環境前因與工作態度後果之探討,人力資源管理學報,5(1),1-27。new window
許書銘、許碧芬(2002),高等教育人力養成與企業選才需求之契合度,國科會計畫書, NSC91-2412-H-029-006-KBS(1/2);NSC92-2412-H-029-004-KBS(2/2)。
陳介玄、高承恕(1991),台灣企業運作的社會秩序;人情關係與法律,東海學報,32,頁219-232。
陳明璋(1988),家族文化與企業管理。見楊國樞、曾仕強(主編),中國人的管理觀,189-212。台北:桂冠圖書公司。
喬健(1982),關係謅議,見楊國樞(主編),中國人的心理,105-122,台北:桂冠。
曾仕強(1997),中國式的人際關係,教師天地,87,2-7。
費孝通(1948),鄉土中國與鄉土重建。上海:觀察社。
黃光國(1985),人情與面子:中國人的權力遊戲,見李亦園、楊國樞、與文崇一(主編):現代化與中國化論文集,台北:桂冠。new window
黃光國(1988),中國家族企業的現代化。見黃光國(編):中國人的權力遊戲。台北:巨流圖書公司。new window
黃光國(1995),知識與行動:中國文化傳統社會心理學詮釋。台北:心理出版社。
黃英忠(1989),現代人力資源管理。台北:華泰。
楊中芳(1999),人際關係與人際情感的構念化,本土心理學研究,12,105-179。new window
楊國樞(1993),中國人的社會取向:社會互動的觀點。見楊國樞、余安邦(主編)中國人的心理與行為—理論及方法篇(1992),87-142。台北:桂冠圖書公司。new window
楊國樞(1993),我們為什麼要建立中國人的本土心理學,本土心理學研究,1,6-88。
楊國樞(2005),華人社會取向的理論分析,於楊國樞、黃光國與楊中方主編,華人本土心理學(上),173-214,台北:遠流。new window
潘偉華、翁正忞(2008),華人關係的影響因素—大陸台商的實證研究,商管科技季刊,9(4),597-628.new window
鄭伯壎(1995a),差距格局與華人組織行為,本土心理學研究,3,142-219。new window
鄭伯壎(1995b),組織價值的上下契合度與組織成員個人的效能,中華心理學刊,37(1),235-244。new window
鄭伯壎(2003),華人組織行為研究的方向,應用心理研究,20,19-24。new window
鄭伯壎、周麗芳、樊景立(2000),家長式領導:三元模式的建構與測量,本土心理學研究,14,3-64。
羅家德(2006),華人的人脈-個人中心信任網路,關係管理研究,第三期,1-24。
Adkins, C.L., Ravlin, E.C., & Meglino, B.M. (1996). Value congruence between co-workers and its relationship to work outcomes. Group and Organization Management, 21, 439-460.
Adkins, C.L., Russell, C.J., & Werbel, J. D. (1994). Judgments of fit in the selection process: The role of work value congruence. Personnel Psychology, 47(3), 605-623.
Aiman-Smith, L., Scullen, S.E., & Barr, S.H. (2002). Conducting studies of decision making in organizational contexts: A tutorial for policy-capturing and other regression-based techniques. Organizational Research Methods, 5, 388-414.
Antonioni, D., & Park, H. (2001). The effects of personality similarity on peer ratings of contextual work behaviors. Personnel Psychology, 54, 331-360.
Arvey, R.D., & Campion, J.E.(1982). The employment interview: A summary and review of recent research, Personnel Psychology, 35, 281-322.
Ashforth, Blake E.,& Fred, Mael. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20-39.
Barley, S.R. (1996). The new world of work. London: British-North American Research.
Barney, J. (1991), Firm resources and sustained competitive advantage, Journal of Management, 17, 99-128.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.
Beach, L.R. (1990). Image theory: Decision making in personal and organizational contexts. New York: Wiley.
Beach, L.R., & Mitchell, T., R.(1987). Image theory: Principles, goals, and plans in decision making. Acta Pscychologica, 66,201-220.
Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39(4): 779-801.
Becker, G.S. (1964). Human Capital. New York: Columbia University Press.
Berger, P.L. (1988). An East Asian development model? , in P. Berger & H.H. Hsiao (eds.), In Search of an East Asian Development Model, New Brunswick , NJ. Transaction.
Bowen, D.E., Ledford, G.E., & Nathan, B.R.(1991). Hiring for the organization, not the job, Academy of Management Executive, 5(4), 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: An empirical examination within the public sector. Public Personnel Management, 20(2), 195-205.
Brehmer, A., & Brehmer, B. (1988) What have we learned about human judgment from thirty years of policy capturing? In B. Brehmer, and C.R.B. Joyce (Eds.), Human Judgment: The SJT view. Amsterdam: North-Halland Elsevier, 75-114.
Breaugh, J.A. (2003). Effect size estimation- factors to consider and mistakes to avoid, Journal of Management, 29(1), 79–97.
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, 567-581.
Bretz, R.D., & Judge, T.A. (1994). Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44(1), 32-54.
Bretz, R.D., 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.
Byars, L. L., & Rue, L.W. (2000), Human Resource Management, Irwin McGraw-Hill.
Byrne, D. (1971). The Attraction Paradigm, New York: Academic Press
Cable, D. M, & Edwards, J. R. (2004). Complementary and supplementary fit: A theoretical and empirical integration. Journal of Applied Psychology, 89(5), 822-834.
Cable, D. M., & Judge, T. A. (1994). Pay preference and job search decisions: A person-organization fit perspective, Personnel Psychology, 47(2), 317-348.
Cable, D. M., & Judge, T.A. (1997). Interviewers’ perceptions of person-organization fit and organizational selection decisions, Journal of Applied Psychology, 82(4), 546-561.
Cable, D.M., & DeRue, D.S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
Cable, D.M., & Graham, M.E. (2000). The determinants of job seekers’ reputation perceptions. Journal of Organizational Behavior, 21, 929-947.
Cable, D.M., & Judge, T.A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior & Human Decision Processes, 67(3), 294-311.
Caldwell, D.F., & O''Reilly C.A. (1990). Measuring person-job fit with a profile comparison process. Journal of Applied Psychology, 75, 648-657.
Caldwell, S.D., Herold, D.M. & Fedor, D.B. (2004) Toward an understanding of the relationships among organizational change, individual differences, and changes in person-environment fit: A cross-level study. Journal of Applied Psychology, 89(5) 868-882.
Campbell, D.P., & Hansen, J.C. (1981). Manual for the Strong-Campbell Interest Inventory, 3rd ed. Palo Alto, CA: Consulting Psychologist Press.
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(3), 459-484.
Christiansen, N., Villanova, P., & Mikulay, S. (1997). Political influence compatibility: Fitting the person to the climate. Journal of Organizational Behavior, 18, 709-730.
Chung, A., & Sackett, P.R. (2005). The perceived importance of person-job fit and person-organization fit between and within interview stages. Social behavior and personality, 33(3), 209-226.
Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Hillsdale, NJ: Eribaum.
Cooksey, R.W. (1996). Judgment analysis: Theory, methods, and application. New York: Academic Press.
Crowder, M. J. & Hand, D. J. (1990). Analysis of Repeated Measures. Wiley Eastern, New Delhi.
Crowne, D. & Marlowe, D. (1960). A new scale of social desirability independent of psychopathology. Journal of Consulting Psychology, 24, 349-354.
Dawis, R.V., & Lofquist, L.H. (1984). A psychological theory of work adjustment. Minneapolis: University of Minnesota Press.
Dipboye, R. L. (1994). Structured and unstructured selection interviews: Beyond job-fit model. Research in Personnel and Human Resources Management, 12, 79-123.
Dunham, R. B. (1977). Relationships of perceived job design characteristics to job ability requirements and job value. Journal of Applied Psychology, 70, 29-43.
Dunn, W.S., Mount, M.K., Barrick, M.R., & Ones, D.S. (1995). Relative importance of personality and general mental ability in managers’ judgments of applicant qualifications. Journal of Applied Psychology, 80(4), 500-509.
Dyer, W. G., Jr. (1997). Organization development in the entrepreneurial firm. Journal of Applied Behavioral Science, 33(2), 23-34.
Edwards, J. R., & Cooper, C. L. (1990). The person-environment fit approach to stress: Recurring problems and some suggestions. Journal of Organizational Behavior, 11, 293-307.
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 (Vol. 6, pp. 283-357). New York: Wiley.
Edwards, J.R. (1996). An examination of competing versions of the person- environment fit approach to stress. Academy of Management Journal, 39(2), 292-339.
Everitt, B. S. (1995). The Statistician, 44, 113-135.
Flanagan, J. C. (1954). The critical incident technique. Psychological Bulletin, 51, 327-358.
Florkowski, G.W., & Schuler, R.S. (1994). Auditing human resources in the global environment. International Journal of Human Resource Management, 5, 827- 851.
Forester, J., (1984). Bounded rationality and the politics of muddling through, Public Administration Review, 44(1), 23-31.
French, J.R.P. Jr, Caplan, R.D., & Harrison, R.V. (1982). The mechanisms of job stress and strain. London: Wiley.
Girden, E.R. (1992). ANOVA: Repeated measures. Newbury Park: Sage Publication.
Goffin, R. D., Rothstein, M. G., & Johnston, N. G. (1996). Personality testing and the assessment center: Incremental validity for managerial selection. Journal of Applied Psychology, 81: 746-756.
Golden, B.R., Dukerich, J.M., & Fabian, F. H. (2000). The interpretation and resolution of resource allocation issues in professional organizations: A critical examination of the professional-managerial dichotomy. Journal of Management Studies, 37(8): 1158-1187
Gouldner, A.W. (1957). Cosmopolitans and locals: toward an analysis of latent social roles-I. Administrative Science Quarterly, 2, 281-306.
Graves, L.M. & Karren, R.J.(1992). Interviewer decision processes and effectiveness: An experimental policy-capturing investigation, Personnel Psychology, 45, 313-340.
Graves, L.M. & Powell, G.N. (1995). The effect of sex similarity on recruiters'' evaluations of actual applicants: A test of the similarity-attraction paradigm. Personnel Psychology, 48, 85-98.
Greenhouse, S. W. & Geisser, S. (1959). Psychometrika , 24, 95-112.
Hall, R. T. (1968). Professionalization and bureaucratization. American Sociological Review, 33, 92-104.
Hammond, K.R. (1954). Representativeness vs. systematic design in clinical psychology. Psychological Bulletin, 51(2), 150-159
Harris, M. M. (1989). Recinnsidering the employment interview: A review of recent literature and suggestions for future research, Personnel Psychology, 42, 691-726.
Harris, S.G., & Mossholder, K.W. (1996). The affective implications of perceived congruence with culture dimensions during organizational transformation. Journal of Management, 22(4), 527-547.
Heilman, M.E. (1980). The impact of situational factors on personnel decisions concerning women: Varying the sex composition of the applicant pool. Organizational Behavior and Human Decision Processes, 26, 286-295.
Heilman, M.E., &Martell, R.F. (1986). Exposure to successful women: An antidote to discrimination in application screening decisions? Organizational Behavior and Human Decision Processes, 37(3), 376-390.
Heneman, H.G., & Heneman, R.L. (1994). Staffing Organizations. Wisconsin: Mendota House, Inc.
Higgins, C.A., & Judge, T.A. (2004). The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: A field study, Journal of Applied Psychology, 89(4), 622-632.
Hitt, M. A., & Middlemist, R. D. (1979). A methodology to develop the criteria and criteria weightings for assessing subunit effectiveness in organizations. Academy of Management Journal, 9, 193-216.
Hitt, M.A., & Barr, S. (1989). Managerial selection decision models: Examination of configural cue processing. Journal of Applied Psychology, 74(1), 53-61.
Hoffman, B.J. & Woehr, D.J. (2006). Examining the relationship between person-organization fit and behavioral outcomes: A quantitative review. Journal of Vocational Behavior, 3(1), 389-399.
Hofstede, G. (1980). Culture''s Consequence: International differences in work-related values. Beverly Hills, CA: Sage.
Holland, J.L. (1977). The vocational preference inventory. Consulting Psychologists Press.
Holland, J.L. (1985). Making vocational choices. Englewood Cliffs, NJ: Prentice-Hall.
Hollenbeck, J.R., & Williams, C.R. (1987). Goal importance, self-focus, and the goal-setting process. Journal of Applied Psychology, 72, 261-271.
Hu, H. H., Hsu, W. L., & Cheng, B. S. (2004). Reward allocation decisions of Chinese managers: Influence of employee categorization and allocation context. Asian Journal of Social Psychology, 7(2): 221-232.
Huber, V.L., Neale, M.A. & Northcraft, G.B. (1987). Decision bias and personnel selection strategies. Organziational Behavior and Human Decision Processes, 40, 136-147.
Hulin, C.L.& Glomb, T.M.(1999). Contingent employees: individual and organizational considerations. In D.R.Ilgen and E.D. Pulakos(Eds.). The changing nature of performance: Implications for staffing, motivation and development. 87-118. San Francisco, CA: Jossey-Bass.
Huynh, H., Feldt, L. (1976). Estimation of the box correction for degrees of freedom from sample data in the randomized block and split plots designs. Journal of Educational Statistics, 1, 69-82.
Jackson, S., Brett, J. F., Sessa, V., Cooper, D., Julin, J., & Peyronnin, K. (1991). Some differences make a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotion and turnover. Journal of Applied Psychology, 76, 664-674.
Jacquelyn, H.W. (2007). The role and importance of person-organization fit in the selection interview with senior level candidates, Fielding Graduate University in Human and Organizational System, Ph.D. dissertation, AAT 3287701.
Jansen, K. J., & Kristof-Brown, A. L. (2006). Toward a multidimensional theory of person-environment fit, Journal of Managerial Issues, 18, 193-212.
Jasen,K.J., & Kristof-Brown, A.L.(2005). Marching to the beat of a different drummer:Examining the impact of the pacing congruence, Organizational Behavior and Human Decision Processes, 97, 93-105.
Judge, T.A., & Ferris, G.R. (1992). The elusive criterion of fit in human resource staffing decisions. Human Resource Planning, 15(4), 47-67.
Judge, T.A., Higgins, C.A., & Cable, D.M. (2000). The employment interview: A review of recent research and recommendations for future research, Human Resourece Management Review, 10(4), 383-406.
Judge,T.A., & Cable, D.M.(1997).Application personality, organizational culture, and organization attraction, Personnel Psychology, 50, 359-394.
Kahneman, D., & Tversky, A. (1979). Prospect Theory: An analysis of decision under risk. Econometrica, 263-291.
Kalleberg, A.L. (2000). Nonstandard employment relations: part-time, temporary and contract work, Annual Review of Sociology, 26, 341-365.
Karren, R.J., & Barringer, M.W. (2002), A review and analysis of the policy capturing methodology in organizational research: guidelines for research and practice, Organizational Research Methods, 5(4), 337-361.
King, A.Y.C. (1991). Kuan-hsi and network building: A sociological interpretation. Daedalus, 120(2), 63-84.
Klaas, B. S., & Wheeler, H. N. (1990). Managerial decision making about employee discipline: A policy-capturing approach. Personnel Psychology, 43, 117-134.
Klimoski, R. J., & Strickland, W. J., (1977). Assessment centers: Valid or Merely Prescient?, Personnel Psychology, 30,353-361.
Klimoski, R.J., & Jones, R.G., (1995). Staffing for effective group decision making: Key issues in matching people and teams? in Guzzo, R.A., Salas and Associates, A. (Eds), Team effectiveness and decision making in organizations, Jossey-Bass, San Francisco, CA, 299-332.
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. (2000). Perceived applicant fit: Distinguishing between recruiters'' perceptions of person-job and person-organization fit. Personnel Psychology, 53, 643-671.
Kristof-Brown, A.L., Jasen, K.J., & Colbert A.E.(2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology, 87(5), 985-993.
Kristof-Brown, A.L., Zimmerman, R.D., & Johnson, E.C. (2005). Consequences of individuals’ fit at work: person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.
Lado, A. A., &Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspectives. Academy of Management Review, 19: 699-727.
Landy, F.J., Rastegary, H., Thayer, J., & Colvin, C. (1991). Time urgency: The construct and its measurement. Journal of Applied Psychology, 76(5), 644-657.
Latham, G. P., Saari, L. M, Pursell, E. D., & Campion, M. A. (1980). The situational interview. Journal of Applied Psychology, 65(4): 422-438.
Lauver, K.J., & Kristof-Brown, A. (2001). Distinguishing between employees'' perceptions of person-job and person-organization fit. Journal of Vocational Behavior, 59, 454-470.
Lawler, E.E. (1981). Pay and organizational development. Reading, MA: Addison- Wesley.
Lepak,D.P., & Snell, S.A.(1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review, 23(1), 3-48.
Levine, T. R. & Hullett, C. R. (2002). Eta squared, partial eta squared, and misreporting of effect size in communication research. Human Communication Research, 28, 612-625.
Lewin, K. (1951). Field theory in social science: Selected theoretical papers. Westport, CT: Greenwood Press.
Locke, E.A. (1976). The nature and causes of job satisfaction. In M. Donnette (Ed.), The handbook of industrial and organizational psychology, pp.1297-1349, Chicago: Rand McNally.
Locke, E.A., Shaw, K.N., Saari, L.M. & Latham, G.P.(1981). Goal setting and task performance: 1696-1980. Psychological Bulletin, 90, 125-152.
Luo, Y. (2000). Guanxi and business. London, UK: World Scientific Publsihing.
Mayfield E. C. (1964) The selection interview: A reevaluation of published research. Personnel Psychology, 17, 239-260.
McCormick, E. J. (1979). Job Analysis: Methods and Applications. New York:AMACON.
McCormick, E. J., & Ilgen, D. (1985). Industrial and Organizational Psychology. Englehood Cliffs, N. J. : Presentice Hall.
McCormick, E. J., DeNisi, A. S., & Shaw, J. B. (1979). The use of the PAQ for establishing the job component validity of tests. Journal of Applied Psychology, 64, 51-56.
Meglingo,B.M., Ravlin, E.C., & Adkins, C.L. (1989). A work values approach to corporate culture: A field test of the values congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74(3), 424-432.
Morrison, E.W., & Vancouver, J.B. (2000). Within-person analysis of information seeking: The effects of perceived costs and benefits. Journal of Management, 26(1), 119-137.
Muchinsky, P.M., & Monahan, C.J. (1987). What is person-environment congruence? supplementary versus complementary models of fit. Journal of Vocational Behavior, 31, 268-277.
Ones, D.S., & Viswesvaran, C. (1999). Relative importance of personality dimensions for expatriate selection: A policy capturing study. Human Performance, 12(3/4), 275-294.
O''Reilly, C.A., Chatman, J., & Caldwell, D.F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.
Ostroff,C., &Kozlowski, S.W.J. (1992). Organizational socialization as a learning process. The role of information acquisition. Personnel Psychology, 43, 849-867.
Park, S.H., & Luo, Y. (2001). Guanxi and organizational dynamics: organizational networking in Chinese firms. Strategic Management Journal, 22(5), 455-477.
Parson, C.K., Cable, D., and Wilkerson, J. M. (1999). Assessment of Applicant Work Values through Interviews: The Impact of Focus and Functional Relevance, Journal of Occupational and Organizational Psychology, 72,561-566.
Parsons, F. (1909). Choosing a vocation. Boston: Houghton Mifflin.
Pervin, L.A. (1989). Persons, situations, interactions: The history of controversy and a discussion of theoretical models. Academy of Management Review, 14(3), 350-360.
Pfeffer, J. (1994). Competitive Advantage Through People. Boston: Harvard Business School Press.
Pierce, C. A., Block, R. A., & Aguinis, H. (2004). Cautionary note on reporting eta-squared values from multifactor ANOVA designs. Educational and Psychological Measurement, 64, 916-924.
Podsakoff, P. M., MacKenzie, S.B., Lee, J., & 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.
Potor, M. E. (1985). Competitive Advantage. New York: Free Press.
Raelin, J.A. (1991). The clash of cultures: Managers managing professionals. Boston, MA: Harvard Business School Press.
Reilly, R. R., & Chao, G. T. (1982). Validity and fairness of some alternative employee selection procedures. Personality Psychology, 35: 1-62.
Rentsch, J. R., & McEwen, A.H. (2002). Comparing personality characteristics, values and goals as antecedents of organizational attractiveness, International Journal of Selection and Assessment, 10(3), 225-234.
Rousseau, D.M. (1995). Psychological Contracts in Organizational. Understanding Written and Unwritten Agreements, Newburry Park, CA:Sage.
Rousseau, D.M., Sitken, S.B., Burt, R.S., & Camerer, C. (1998), Not so different at all: a cross discipline view of trust, Academy of Management Review, 23, 393-404.
Ryan, A. M., McFarland, L., Baron, H., & Page, P. (1999). An international look at selection practices: Nation and culture as explanations for variability in practice. Personnel Psychology, 52, 359-391.
Rynes, S.L., & Gerhart, B. (1990). Interviewer assessments of applicant "fit": An exploratory investigation. Personnel Psychology, 43(1), 13-35.
Rynes, S.L., Schwab, D.P. & Heneman, H.G., III. (1983). The role of pay and market pay variability in job applicant decisions. Organizational Behavior and Human Performance, 31, 353-364.
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(2), 395-426.
Schein, E. H. (1985). Organizational Culture and Leadership. London: Jossey Bass.
Schmitt, N. (1976). Social and situational determinants of interview decisions: Implications for the employment interview. Personnel Psychology, 29, 79-101.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
Schneider, S. C. (1988). National vs. cooperate culture: Implication for human resource management. Human Resource Management, 27(2), 231-246
Schneider,B., Kristof,A.L., Goldstein, H.W., & Smith, D.B. (1997). What is this thing called fit? In Anderson, N. R., & Herriott, P. (Eds.), Handbook of selection and appraisal (2nd ed.). London: Wiley.
Segalla, M., Sauquet, A., & Turati, C. (2001). Symbolic vs functional recruitment: Cultural influences on employee recruitment policy. European Management Journal, 19, 32-43.
Sekiguchi, T. (2004b) Person-organization fit and person-job fit in the employee selection: A review of the literature. Osaka Keidai Ronshu, 54(6), 179-196.
Sekiguchi, T. (2004c). The role of different types of person-organization fit in Japanese recruiters'' judgments of applicant qualifications: An experimental policy-capturing investigation. Japanese Association of Industrial/Organizational Psychology Journal, 17 (2), 51-63.
Sekiguchi, T. (2006). How organizations promote person-environment fit: using the case of Japanese firms to illustrate institutional and cultural influences. Asia Pacific Journal of Management, 23(1), 47–69.
Sekiguchi, T. (2007). A contingency perspective of the importance of PJ fit and PO fit in employee selection, Journal of Managerial Psychology, 22(2), 118-131.
Sekiguchi, T., & Huber, V. L. (2004a). The relative effects of fit in managers’ hiring decisions when work status and job type vary. Paper presented at the Annual Conference of Academy of Management, New Orleans, August.
Shanteau, J., &Stewart, T. (1992). Why study expert decision making: Some historical perspectives and comments: Organizational Behavior and Human Decision Processes, 53, 95-106.
Sherer, P.D., Schwab, D.P., & Heneman, H. G., (1987). Managerial salary-raise decisions: A policy-capturing approach, Personnel Psychology, 40, 27-38.
Shin, Yuhyung. (2004). A person-environment fit model for virtual organizations, Journal of Management, 30(5), 725-743.
Stevens, J. (1992). Applied Multivariate Statistics for the Social Sciences (2nd ed.). Hillsdale, NJ: Lawrence Erlbaum.
Stewart. T.R. (1988). Judgment analysis : Procedures. In B. Brehmer & C.R.B. Joyce (Des.), Human Judgment: The SJT view (pp.41-74). Amsterdam: North Holland.
Tabachnick, B., & Fidell, L. (1996). Using multivariate statistics. New York: HarperCollins College.
Taylor, M.S., & Bergmann, T.J. (1987). Organizational recruitment activities and applicants’ reactions at different stages of the recruitment process, Personnel Psychology, 40, 261-285.
Thompson, J.G. (1967). Organizations in Action. New York: McGraw-Hill.
Tinsley, H.E.A. (2000). The congruence myth: An analysis of the efficiency of the Person- Environment Fit model. Journal of Vocational Behavior, 56, 147-179.
Tom, V.R. (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6, 573-592.
Trice, H. M., & Beyer, J. M. (1993). The cultures of work organization. Englewood Cliffs, NJ: Prentice-Hall.
Tsigilis, N. (2006). Can secondary school students'' self-reported measures of height and weight be trusted: An effect size approach, European Journal of Public Health, 16(5), 532-535.
Tsui, A.S., Egan, T.D. & O''Reilly C.A. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37(4), 549-579.
Turban, D. B., & Keon, T. L. (1993). Organization attractiveness: An international perspective. Journal of Applied Psychology, 78, 184-193.
Turban, D.B., & Dougherty, T.W. (1994). Role of protege personality in receipt of mentoring and career success. Academy of Management Journal, 37, 688-702.
Ulrich, L., & Trumbo, D. (1965). The selection interview since 1949. Psychological Bulletin, 63, 100-116.
Van Vianen, A.E.M. (2000). Person-organization fit: The match between newcomers'' and recruiters'' preferences for organizational cultures. Personnel Psychology, 53, 113-149.
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.
Vogel, R. M. & Feldman, D. C. (2009).Integrating the levels of person-environment fit: The roles of vocational fit and group fit, Journal of Vocational Behavior, 75, 68-81.
Wagner, R. (1949). The employment interview: A critical summary. Personnel Psychology, 2, 17-46.
Wallace, J.E. (1993). Professional and organizational commitment: Compatible or incompatible? Journal of Vocational Behavior, 42, 333-349.
Wang, C.L. (2007). Guanxi vs. relationship marketing: Exploring underlying differences. Industrial Marketing Management, 36(1), 81-86.
Wanous, J.P. (1992). Organizational Entry: Recruitment, Selection, Orientation, and Socialization, 2nd ed., MA: Addison-Wesley
Werbel, J.D., & Gilliland, S.W. (1999). Person-environment fit in the selection process. In Ferris GR (Ed.), Research in Personnel and Human Resource Management (Vol. 17, pp. 209-243). Stamford, CT: JAI Press.
Werbel, J.D., & Johnson, D.J. (2001). The use of person-group fit for employment selection: A missing link in person-environment fit. Human Resource Management, 40(3), 227-240.
Wiederman, M. W. & Dubois, S. L. (1998). Evolution and sex differences in preferences for short-term mates: results from a policy capturing study. Evolution Human Behavior. 19, 153-170.
Wilk, S.L., & Sackett, P.R. (1996). Longitudinal analysis of ability-job complexity fit and job change. Personnel Psychology, 49, 937-967.
Woods, A., & Joyce, P. (2003). Owner-Managers and the practice of strategic management. International Small Business Journal, 21(2), 181-195.
Wright, O.R. Jr. (1969). Summary of research on the selection interview since 1964, Personnel Psychology, 22, 391-413.
Wright, P. M., &McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Human Resource management Review, 1, 295-320.
Xin, K.R., & Pearce, J.L. (1996). Guanxi: connections as substitutes for formal institutional support. Academy of Management Journal, 39(6), 1641-1658.
Zedeck, S., & Cascio, W.F.(1982). Performance appraisal decisions as a function of rater training and purpose of the appraisal. Journal of Applied Psychology, 67, 752-758.
Zhou, J., & Martocchio, J. J. (2001). Chinese and American Manager’ compensation award decision: A comparative policy-capturing study. Personnel Psychology, 54, 115-145.
 
 
 
 
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