This meta-analysis investigated the relationships between person‐job (PJ), person‐organization (PO), person‐group, and person‐supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit.

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Consequences of individuals' fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit

Commitment in the workplace: toward a general model

Organizational Change: A Review of Theory and Research in the 1990s

Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitment is presented as one of several energizing forces for motivated behavior. E. A. Locke's (1997) model of the work motivation process and J. P. Meyer and L. Herscovitch's (2001) model of workplace commitments serve as the foundation for the development of this new framework. To facilitate the merger, a new concept, goal regulation, is derived from self-determination theory (E. L. Deci & R. M. Ryan, 1985) and regulatory focus theory (E. I. Higgins, 1997). By including goal regulation, it is acknowledged that motivated behavior can be accompanied by different mindsets that have particularly important implications for the explanation and prediction of discretionary work behavior.

Employee commitment and motivation: a conceptual analysis and integrative model.

This article illustrates how work contexts motivate employees to care about making a positive difference in other people's lives. I introduce a model of relational job design to describe how jobs spark the motivation to make a prosocial difference, and how this motivation affects employees' actions and identities. Whereas existing research focuses on individual differences and the task structures of jobs, I illuminate how the relational architecture of jobs shapes the motivation to make a prosocial difference.

/pdf/relational-job-design-and-the-motivation-to-make-a-prosocial-56agxgssrs.pdf

Relational Job Design and the Motivation to Make a Prosocial Difference

Previous research has found that employee commitment and job performance are largely unrelated. However, prior work has not distinguished among individual foci (targets) and bases (motives) of commitment. We found, as expected, that commitment to supervisors was positively related to performance and was more strongly associated with performance than was commitment to organizations. Further, internalization of supervisors' and organizations' values was associated with performance but identification with these foci was not.

Foci And Bases Of Employee Commitment: Implications For Job Performance

This study reports the development of three attachment style scales. The factor structure of the attachment style construct was supported via exploratory factor analysis of attachment style scores from 1,181 recent graduates of one university and confirmatory factor analysis of scores from 545 recent graduates of another university. Additional evidence for the validity of scores produced by the scales was that scores on the new measures correlated with scores from previously developed scales and were associated as expected with scores on a measure of the Big Five personality traits.

Validity of Scores on Three Attachment Style Scales: Exploratory and Confirmatory Evidence

Prior authors have concluded that commitment and performance are largely unrelated. However, we found that commitment to the supervisor was positively related to performance and explained variance in performance beyond that explained by commitment to the organization. Commitment based on internalization, but not identification, was associated with performance.

http://proceedings.aom.org/content/1995/1/307.full.pdf

Daniel M. Eveleth

Papers

Foci And Bases Of Employee Commitment: Implications For Job Performance

Validity of Scores on Three Attachment Style Scales: Exploratory and Confirmatory Evidence

Foci and bases of employee commitment: implications for job performance.