DeRue D Scott, Morgeson Frederick P
Eli Broad Graduate School of Management, Michigan State University, East Lansing, 48824-1122, USA.
J Appl Psychol. 2007 Sep;92(5):1242-53. doi: 10.1037/0021-9010.92.5.1242.
Although considerable research has focused on various forms of person-environment fit, little research has examined how person-team and person-role fit operate over time in team contexts. To address this gap, the authors examined the dynamic nature of values-based person-team fit and person-role fit. They identified several factors that influence these fit perceptions over time. Individuals were composed into teams that worked intensively over an extended time period. Results suggest that person-team fit, when conceptualized as values congruence, is generally stable over time, but perceptions of person-role fit in teams are dynamic. Individuals' growth satisfaction and performance were positively related to increases in person-role fit over time. Furthermore, the effect of performance on person-role fit was moderated by individuals' general self-efficacy. Implications for managerial practice and future research are discussed.
尽管大量研究聚焦于各种形式的人与环境匹配，但很少有研究考察在团队环境中，人与团队匹配和人与角色匹配是如何随时间变化的。为了填补这一空白，作者们研究了基于价值观的人与团队匹配和人与角色匹配的动态本质。他们确定了几个随着时间影响这些匹配认知的因素。个体被组成团队，在一段较长时间内密集工作。结果表明，当将人与团队匹配概念化为价值观一致时，它通常随时间保持稳定，但团队中人与角色匹配的认知是动态的。个体的成长满意度和绩效与随着时间推移的人与角色匹配度增加呈正相关。此外，绩效对人与角色匹配的影响受到个体一般自我效能感的调节。文中还讨论了对管理实践和未来研究的启示。
