Access the full text.
Sign up today, get DeepDyve free for 14 days.
Cheryl Adkins, C. Russell, J. Werbel (1994)
JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCEPersonnel Psychology, 47
Laura Graves, G. Powell (1995)
THE EFFECT OF SEX SIMILARITY ON RECRUITERS' EVALUATIONS OF ACTUAL APPLICANTS: A TEST OF THE SIMILARITY‐ATTRACTION PARADIGMPersonnel Psychology, 48
A. Tsui, Terri Egan, C. O'Reilly (1991)
Being different: Relational demography and organizational attachment.Administrative Science Quarterly, 37
B. Meglino, Elizabeth Ravlin, Cheryl Adkins (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
J. Barling, F. Slater, E. Kelloway (2000)
Transformational leadership and emotional intelligence: an exploratory studyLeadership & Organization Development Journal, 21
J. Edwards (1993)
Problems with the use of profile similarity indices in the study of congruence in organizational research.Personnel Psychology, 46
Benjamin Palmer, M. Walls, Zena Burgess, C. Stough (2001)
Emotional intelligence and effective leadershipLeadership & Organization Development Journal, 22
R. House (1996)
Path-goal theory of leadership: Lessons, legacy, and a reformulated theoryLeadership Quarterly, 7
P. McLeod, S. Lobel, T. Cox (1996)
Ethnic Diversity and Creativity in Small GroupsSmall Group Research, 27
J. Mackowiak, L. Mackowiak, R. Schulz (1990)
Person-environment fit as a predictor of hospital pharmacist job performance.American journal of hospital pharmacy, 47 5
P. Muchinsky, Carlyn Monahan (1987)
What is person-environment congruence? Supplementary versus complementary models of fitJournal of Vocational Behavior, 31
David Antonioni, Heejoon Park (2001)
THE EFFECTS OF PERSONALITY SIMILARITY ON PEER RATINGS OF CONTEXTUAL WORK BEHAVIORSPersonnel Psychology, 54
D. Woehr, Allen Huffcutt (1994)
Rater training for performance appraisal: A quantitative reviewJournal of Occupational and Organizational Psychology, 67
R.B. Cattell, H.W. Eber, M.M. Tatsuoka
Handbook for the Sixteen Personality Questionnaire
O. Richard (2000)
Racial Diversity, Business Strategy, and Firm Performance: A Resource-Based ViewAcademy of Management Journal, 43
J. Schaubroeck, S. Lam (2002)
HOW SIMILARITY TO PEERS AND SUPERVISOR INFLUENCES ORGANIZATIONAL ADVANCEMENT IN DIFFERENT CULTURESAcademy of Management Journal, 45
R. Campbell, F. Fiedler (1968)
A Theory of Leadership Effectiveness.Administrative Science Quarterly, 13
Michael Butler (1991)
The diffusion of television advertisingReview of Industrial Organization, 6
V. Krishnan (2002)
Transformational Leadership and Value System CongruenceInternational Journal of Value-Based Management, 15
P. Smith, L. Kendall, C. Hulin (1969)
The measurement of satisfaction in work and retirement: A strategy for the study of attitudes.
J. Edwards (2001)
Ten Difference Score MythsOrganizational Research Methods, 4
E. Meir, C. Hadas, Mor Noyfeld (1997)
Person-Environment Fit in Small Army UnitsJournal of Career Assessment, 5
J. Edwards (1991)
Person-job fit:: A conceptual integration, literature review, and methodological critique., 6
M. Higgs (2003)
How can we make sense of leadership in the 21st centuryLeadership & Organization Development Journal, 24
P. Podsakoff, Scott MacKenzie, Jeong-Yeon Lee, Nathan Podsakoff (2003)
Common method biases in behavioral research: a critical review of the literature and recommended remedies.The Journal of applied psychology, 88 5
D. Feldman, Carrie Leana, M. Bolino (2002)
Underemployment and relative deprivation among re‐employed executivesJournal of Occupational and Organizational Psychology, 75
Lisa Gardner, C. Stough (2002)
Examining the relationship between leadership and emotional intelligence in senior level managersLeadership & Organization Development Journal, 23
J. Edwards (1994)
Regression Analysis as an Alternative to Difference ScoresJournal of Management, 20
S. Jackson (1991)
Team composition in organizational settings: Issues in managing an increasingly diverse work force.
B. Bass, B. Avolio (1993)
Improving Organizational Effectiveness through Transformational Leadership
J. Hood, C. Koberg (1994)
Patterns of Differential Assimilation and Acculturation for Women in Business OrganizationsHuman Relations, 47
L. Livingstone, D. Nelson, Steve Barr (1997)
Person-Environment Fit and Creativity: An Examination of Supply-Value and Demand-Ability Versions of FitJournal of Management, 23
D. Turban, Thomas Dougherty (1994)
Role of protégé personality in receipt of mentoring and career success.Academy of Management Journal, 37
R. Barrett (1995)
EMPLOYEE SELECTION WITH THE PERFORMANCE PRIORITY SURVEYPersonnel Psychology, 48
J. Hatfield, R. Huseman (1982)
Perceptual Congruence About Communication as Related to Satisfaction: Moderating Effects of Individual CharacteristicsAcademy of Management Journal, 25
M. Higgs, D. Rowland (2000)
Building change leadership capability: ‘The quest for change competence’Journal of Change Management, 1
Amy Kristof (1996)
PERSON-ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONSPersonnel Psychology, 49
Amy McMillan-Capehart (2008)
Heterogeneity or Homogeneity.Performance Improvement Quarterly, 19
R. Caplan (1987)
Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanismsJournal of Vocational Behavior, 31
A. Kristof‐Brown, Ryan Zimmerman, E. Johnson (2005)
CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META-ANALYSIS OF PERSON-JOB, PERSON-ORGANIZATION, PERSON-GROUP, AND PERSON-SUPERVISOR FITPersonnel Psychology, 58
Johnson Gj, Johnson Wr (1999)
Perceived overqualification and health: a longitudinal analysis.Journal of Social Psychology, 139
J. Schuerger, S. Ekeberg, Gary Kustis (1994)
16 PF Scores and Machine Operators' PerformancePerceptual and Motor Skills, 79
B.M. Bass, B.J. Avolio
Transformational Leadership Development: Manual for the Multifactor Leadership Questionnaire
A.M. Capehart
Heterogeneity or homogeneity: socialization makes the difference in firm performance
K. Doka (1996)
Dealing with diversity: The coming challenge to American businessBusiness Horizons, 39
K. Wexley, R. Alexander, James Greenawalt, M. Couch (1980)
Attitudinal Congruence and Similarity as Related to Interpersonal Evaluations in Manager-Subordinate DyadsAcademy of Management Journal, 23
A. Tsui, C. O'Reilly (1989)
Beyond Simple Demographic Effects: The Importance of Relational Demography in Superior-Subordinate DyadsAcademy of Management Journal, 32
G. Powell (1998)
Reinforcing and extending today's organizations: The simultaneous pursuit of person–organization fit and diversity.Organizational Dynamics, 26
J. Edwards, C. Cooper (1990)
The person-environment fit approach to stress: Recurring problems and some suggested solutionsJournal of Organizational Behavior, 11
A. Vianen (2000)
PERSON‐ORGANIZATION FIT: THE MATCH BETWEEN NEWCOMERS' AND RECRUITERS' PREFERENCES FOR ORGANIZATIONAL CULTURESPersonnel Psychology, 53
E. Schein (1991)
Organisational culture and leadership
Warren Watson, Kamalesh Kumar, L. Michaelsen (1993)
Cultural diversity''s impact on interaction process and performance: Comparing homogeneous and diver
J. Edwards (1996)
An Examination Of Competing Versions Of The Person-Environment Fit Approach To StressAcademy of Management Journal, 39
J. Edwards (2002)
Alternatives to difference scores: Polynomial regression analysis and response surface methodology.
Purpose – This study aims to investigate the relationship between leader‐subordinate congruence and performance and satisfaction. Design/methodology/approach – Data were gathered from 267 leader‐subordinate dyads in a light manufacturing electrical assembly plant in Wales and 82 leader‐subordinate dyads in another, in England, UK. Data on personality of the respondents and their supervisors were gathered using the 16 personality factor test. The absolute difference between the personality score of the respondent and the supervisor for each of the five secondary personality factors were calculated. The absolute differences were then totalled to obtain a total difference score. Findings – As expected, there was a significant correlation between the difference scores and satisfaction with the supervisor and overall job satisfaction. The results suggest that, if management wishes to improve satisfaction of their subordinates, the personalities of supervisor and subordinate should be similar. The direction of the relationship between difference scores and performance scores in the two companies were in opposite directions to each other. Possible causes and implications for managers are discussed. Originality/value – This paper establishes that the relationship between congruence and performance is contingent on the nature of work interaction between the leader and the subordinate.
Leadership & Organization Development Journal – Emerald Publishing
Published: Jul 11, 2008
Keywords: Individual psychology; Leaders; Employees; Job satisfaction; Wales; England
Read and print from thousands of top scholarly journals.
Already have an account? Log in
Bookmark this article. You can see your Bookmarks on your DeepDyve Library.
To save an article, log in first, or sign up for a DeepDyve account if you don’t already have one.
Copy and paste the desired citation format or use the link below to download a file formatted for EndNote
Access the full text.
Sign up today, get DeepDyve free for 14 days.
All DeepDyve websites use cookies to improve your online experience. They were placed on your computer when you launched this website. You can change your cookie settings through your browser.