Cable D M, Judge T A
DuPree School of Management, Georgia Institute of Technology, USA.
J Appl Psychol. 1997 Aug;82(4):546-61. doi: 10.1037/0021-9010.82.4.546.
A model of person-organization fit and organizational hiring decisions is developed and tested, using data from 38 interviewers making hiring decisions about 93 applicants. Results suggest that interviewers can assess applicant-organization values congruence with significant levels of accuracy and that interviewers compare their perceptions of applicants' values with their organizations' values to assess person-organization fit. Results also suggested that interviewers' subjective person-organization fit assessments have large effects on their hiring recommendations relative to competing applicant characteristics, and that interviewers' hiring recommendations directly affect organizations' hiring decisions (e.g., job offers).
本文构建并测试了一个关于个人-组织匹配度与组织招聘决策的模型，所使用的数据来自38位面试官，他们对93位求职者做出招聘决策。结果表明，面试官能够以较高的准确度评估求职者与组织价值观的契合度，并且面试官会将他们对求职者价值观的认知与组织的价值观进行比较，以评估个人-组织匹配度。结果还表明，相对于其他竞争的求职者特征，面试官主观的个人-组织匹配度评估对其招聘建议有很大影响，并且面试官的招聘建议会直接影响组织的招聘决策（例如录用通知）。
