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.

/pdf/consequences-of-individuals-fit-at-work-a-meta-analysis-of-284auyl2s3.pdf

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

Theory and research on Organizational Citizenship Behaviors (OCB) has presumed OCB as a set of desirable behaviors that contributes to the organizational effectiveness. So far OCB has been connoted as one of the antecedents of organizational performance. However, the antecedents of OCB are not thoroughly investigated. This study explores various existing definitions of OCB and then examines the dimensions of OCB. Based on the discussion on the dimensions of OCB, a number of antecedents were identified. When the antecedents are known, managers would be able to promote OCB among their employees for better performance.

/pdf/organizational-citizenship-behavior-its-nature-and-144edvxlxp.pdf

Organizational citizenship behavior: its nature and antecedents

Engagement is a frequently used and fashionable term. Some companies now have 'engagement models' and are attempting to measure levels of engagement, perhaps to input to the balanced scorecard, or for incorporation into the human capital report. Research into engagement, however, is almost non-existent. It appears that 'engagement' is not a recognised academic construct, yet all of us feel intuitively that we understand what it means. If engagement can be defined and measured, what drives it? What persuades the employee to 'go that extra mile' - and what does the organisation need to give in return?

/pdf/the-drivers-of-employee-engagement-1yikcuiw3r.pdf

The drivers of employee engagement

http://public.kenan-flagler.unc.edu/faculty/edwardsj/edwardsrothbard1999.pdf

Work and Family Stress and Well-Being: An Examination of Person-Environment Fit in the Work and Family Domains.

The objective of this study was to assess the relationship between job insecurity, job satisfaction and affective organisational commitment of maintenance workers ( N = 178) in a parastatal in Gauteng. A cross-sectional design was used. Stratified random samples of maintenance workers ( N = 178) were taken. The Job Insecurity Inventory, Minnesota Job Satisfaction Questionnaire and Organisational Commitment Questionnaire were used as measuring instruments. The results revealed small but significant relationships between job insecurity and extrinsic job satisfaction and job insecurity and affective organisational commitment. Job satisfaction was found to mediate the relationship between job insecurity and affective organisational commitment.

/pdf/job-insecurity-extrinsic-and-intrinsic-job-satisfaction-and-2mhga6kce3.pdf

Job insecurity, extrinsic and intrinsic job satisfaction and affective organisational commitment of maintenance workers in a parastatal

/pdf/person-environment-fit-and-job-satisfaction-among-police-jluc86wy2r.pdf

David. Hoath

Papers

Person-environment fit and job satisfaction among police.