PROBLEMS WITH THE USE OF PROFILE SIMILARITY INDICES IN THE STUDY OF CONGRUENCE IN ORGANIZATIONAL RESEARCH

PROBLEMS WITH THE USE OF PROFILE SIMILARITY INDICES IN THE STUDY OF CONGRUENCE IN ORGANIZATIONAL... Profile similarity indices (PSIs) have become widely used in studies of congruence (i.e., fit, matching, similarity, agreement) in organizational research. PSIs combine two sets of measures, or profiles, from corresponding entities (e.g., the person and organization, supervisor and subordinate, organization and environment) into a single score intended to represent their overall congruence. Unfortunately, PSIs are conceptually ambiguous, discard information essential to testing congruence hypotheses, conceal the source of the difference between entities, and impose a highly restrictive set of constraints on the coefficients relating the measures comprising the PSI to the outcome. This article shows how polynomial regression analysis may be used to avoid problems with PSIs while capturing the underlying relationships PSIs are intended to represent. Limitations and extensions to the procedure are discussed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

PROBLEMS WITH THE USE OF PROFILE SIMILARITY INDICES IN THE STUDY OF CONGRUENCE IN ORGANIZATIONAL RESEARCH

Personnel Psychology, Volume 46 (3) – Sep 1, 1993

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Publisher
Wiley
Copyright
Copyright © 1993 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1993.tb00889.x
Publisher site
See Article on Publisher Site

Abstract

Profile similarity indices (PSIs) have become widely used in studies of congruence (i.e., fit, matching, similarity, agreement) in organizational research. PSIs combine two sets of measures, or profiles, from corresponding entities (e.g., the person and organization, supervisor and subordinate, organization and environment) into a single score intended to represent their overall congruence. Unfortunately, PSIs are conceptually ambiguous, discard information essential to testing congruence hypotheses, conceal the source of the difference between entities, and impose a highly restrictive set of constraints on the coefficients relating the measures comprising the PSI to the outcome. This article shows how polynomial regression analysis may be used to avoid problems with PSIs while capturing the underlying relationships PSIs are intended to represent. Limitations and extensions to the procedure are discussed.

Journal

Personnel PsychologyWiley

Published: Sep 1, 1993

References

  • Agreement between subordinate and self‐ratings in upward feedback
    London, London; Wohlers, Wohlers
  • An exploratory examination of person‐organization fit: Organizational goal congruence
    Vancouver, Vancouver; Schmitt, Schmitt
  • Environment‐strategy coalignment: An empirical test of its performance implications
    Venkatraman, Venkatraman; Prescott, Prescott
  • Ratings of managerial characteristics: Evaluation difficulty, co‐worker agreement, and self‐awareness
    Wohlers, Wohlers; London, London

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