Resick Christian J, Baltes Boris B, Shantz Cynthia Walker
Department of Management, LeBow College of Business, Drexel University, Philadelphia, PA 19104, USA.
J Appl Psychol. 2007 Sep;92(5):1446-55. doi: 10.1037/0021-9010.92.5.1446.
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.
本研究考察了围绕感知到的个人与组织匹配度（P-O匹配度）对工作相关态度和决策重要性的边界条件。作者假设，当需求-供给（N-S）工作匹配度或需求-能力（D-A）工作匹配度较低时，P-O匹配度与满意度和工作选择决策的相关性更强；对于高度尽责的个体，P-O匹配度与工作选择决策的相关性更强。在一个为期12周的实习项目中的299名参与者中对假设进行了检验。结果表明，当个体经历低N-S工作匹配度时，P-O匹配度与满意度的相关性更强。当个体经历低D-A工作匹配度或高度尽责时，P-O匹配度与工作选择意向的相关性更强。最后，P-O匹配度与高度尽责个体接受工作邀请有关。
