Assessing Person‐Organization Fit in Personnel Selection: Guidelines for Future Research

Assessing Person‐Organization Fit in Personnel Selection: Guidelines for Future Research In response to theory and research suggesting that positive individual and organizational outcomes are associated with person‐organization fit, there is growing interest in the use of personnel selection practices to achieve fit between individuals and organizations. Research is needed to confirm the value of assessing applicant‐organization fit in the selection process and to test alternative approaches for measuring the match between applicants and organizations. This article provides guidance for future research on the assessment of applicant‐organization fit. Criteria for assessing applicant‐organization fit are indentified and four techniques for assessing fit are then evaluated in the light of these criteria. In addition, the article identifies issues that should be addressed in future research on applicant‐organization fit. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Selection and Assessment Wiley

Assessing Person‐Organization Fit in Personnel Selection: Guidelines for Future Research

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Publisher
Wiley
Copyright
Copyright © 1994 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0965-075X
eISSN
1468-2389
DOI
10.1111/j.1468-2389.1994.tb00135.x
Publisher site
See Article on Publisher Site

Abstract

In response to theory and research suggesting that positive individual and organizational outcomes are associated with person‐organization fit, there is growing interest in the use of personnel selection practices to achieve fit between individuals and organizations. Research is needed to confirm the value of assessing applicant‐organization fit in the selection process and to test alternative approaches for measuring the match between applicants and organizations. This article provides guidance for future research on the assessment of applicant‐organization fit. Criteria for assessing applicant‐organization fit are indentified and four techniques for assessing fit are then evaluated in the light of these criteria. In addition, the article identifies issues that should be addressed in future research on applicant‐organization fit.

Journal

International Journal of Selection and AssessmentWiley

Published: Jul 1, 1994

References

  • The big five personality dimensions and job performance
    Barrick, Barrick; Mount, Mount
  • Do people make the place? An examination of the attraction‐selection‐attrition hypothesis
    Bretz, Bretz; Ash, Ash; Dreher, Dreher
  • Personality and job performance: evidence of incremental validity
    Day, Day; Silverman, Silverman
  • Personality structure: emergence of the five‐factor model
    Digman, Digman
  • The person‐environment fit approach to stress: recurring problems and some suggested solutions
    Edwards, Edwards; Cooper, Cooper
  • The validity of aptitude tests in personnel selection
    Ghiselli, Ghiselli
  • Validity of personality measures in personnel selection
    Guion, Guion; Gottier, Gottier
  • An exploratory examination of person‐organization fit: organizational goal congruence
    Vancouver, Vancouver; Schmitt, Schmitt

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