The use of person–organization fit and person–job fit information in making selection decisions
Two policy-capturing studies were conducted to investigate how person–organization (PO) fit and person–job (PJ) fit information are weighted and combined when hiring decision makers evaluate job candidates, and how the process is influenced by the position’s characteristics. Regarding the combining process, we detected a nonlinear, conjunctive rule in which a low level of PJ fit was paid more attention, the levels of PO fit and PJ fit interacted, and candidates with moderate levels of PO fit and PJ fit were preferred over those with high and low levels. Regarding the weighting process, we found that PO fit was weighted more heavily for a permanent position, and PJ fit for a fixed-term and/or a knowledge-intensive position. In addition, the position’s contract duration (permanent vs. fixed-term) and task elements (managerial vs. knowledge-intensive) interacted in influencing the weighting of PO fit and PJ fit.
If you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
As the access to this document is restricted, you may want to look for a different version under "Related research" (further below) or search for a different version of it.
Volume (Year): 116 (2011)
Issue (Month): 2 ()
|Contact details of provider:|| Web page: http://www.elsevier.com/locate/obhdp|
References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Brannick, Michael T. & Brannick, Joan P., 1989. "Nonlinear and noncompensatory processes in performance evaluation," Organizational Behavior and Human Decision Processes, Elsevier, vol. 44(1), pages 97-122, August.
- Ganzach, Yoav, 1998. "Nonlinear Models in Decision Making: The Diagnosis of Psychosis versus Neurosis from the MMPI," Organizational Behavior and Human Decision Processes, Elsevier, vol. 74(1), pages 53-61, April.
- Elrod, Terry & Johnson, Richard D. & White, Joan, 2004. "A new integrated model of noncompensatory and compensatory decision strategies," Organizational Behavior and Human Decision Processes, Elsevier, vol. 95(1), pages 1-19, September.
- Edward J. Zajac & Brian R. Golden & Stephen M. Shortell, 1991. "New Organizational Forms for Enhancing Innovation: The Case of Internal Corporate Joint Ventures," Management Science, INFORMS, vol. 37(2), pages 170-184, February.
- Ganzach, Yoav, 1993. "Goals as Determinants of Nonlinear Noncompensatory Judgment Strategies: Leniency vs Strictness," Organizational Behavior and Human Decision Processes, Elsevier, vol. 56(3), pages 422-440, December.
When requesting a correction, please mention this item's handle: RePEc:eee:jobhdp:v:116:y:2011:i:2:p:203-216. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Dana Niculescu)
If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.
If references are entirely missing, you can add them using this form.
If the full references list an item that is present in RePEc, but the system did not link to it, you can help with this form.
If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your profile, as there may be some citations waiting for confirmation.
Please note that corrections may take a couple of weeks to filter through the various RePEc services.