This article presents a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit. To increase the precision of the construct's definition, it is also distinguished from other forms of environmental compatibility, silch as person-group and person-vocation fit. Once defined, commensurate measurement as it relates to supplementary and complementary fit is discussed and recommendations are offered regarding the necessity of its use. A distinction is made between the direct measurement of perceived fit and the indirect measurement of actual person-organization fit, using both cross- and individual-level techniques, and the debate regarding differences scores is reviewed. These definitional and measurement issues frame a review of the existing literature, as well as provide the basis for specific research propositions and suggestions for managerial applications.

Person-organization fit: an integrative review of its conceptualizations, measurement, and implications

Strategic alliances have been recognized as arenas with potential for opportunistic behavior by partners. Hence, a firm needs to have an adequate level of confidence in its partner's cooperative behavior. In this article we examine the notion of confidence in partner cooperation in alliances and suggest that it comes from two distinct sources: trust and control. We make the argument that trust and control are parallel concepts and that their relationship is of a supplementary character in generating confidence. In addition, we suggest that control mechanisms have an impact on trust level and that the trust level moderates the effect of control mechanisms in determining the control level. Finally, we discuss various ways to build trust within strategic alliances and important alliance control mechanisms.

https://www.jstor.org/stable/pdfplus/259291.pdf

Between Trust and Control: Developing Confidence in Partner Cooperation in Alliances

How we Think

The authors conducted a meta-analysis of 150 studies in which the risk-taking tendencies of male and female participants were compared. Studies were coded with respect to type of task (e.g., self-reported behaviors vs. observed behaviors), task content (e.g., smoking vs. sex), and 5 age levels. Results showed that the average effects for 14 out of 16 types of risk taking were significantly larger than 0 (indicating greater risk taking in male participants) and that nearly half of the effects were greater than .20. However, certain topics (e.g., intellectual risk taking and physical skills) produced larger gender differences than others (e.g., smoking). In addition, the authors found that (a) there were significant shifts in the size of the gender gap between successive age levels, and (b) the gender gap seems to be growing smaller over time. The discussion focuses on the meaning of the results for theories of risk taking and the need for additional studies to clarify age trends.

Gender differences in risk taking: A meta-analysis.

The study reported here raises some questions about the conventional wisdom that the Internet creates a “level playing field” for large and small retailers and for retailers with and without an established reputation. In our study, consumers recognized differences in size and reputation among Internet stores, and those differences influenced their assessments of store trustworthiness and their perception of risk, as well as their willingness to patronize the store. After describing our research methods and results, we draw some implications for Internet merchants.

/pdf/consumer-trust-in-an-internet-store-vd5c7ssi3u.pdf

Consumer trust in an Internet store

This study provides a meta-analysis of research on the associations between relationship conflict, task conflict, team performance, and team member satisfaction. Consistent with past theorizing, resultsrevealed strong and negative correlations between relationship conflict, team performance, and team member satisfaction. In contrast to what has been suggested in both academic research and introductorytextbooks, however, results also revealed strong and negative (instead of the predicted positive) correlations between task conflict, team performance, and team member satisfaction. As predicted, conflict had stronger negative relations with team performance in highly complex (decision making, project, mixed) than in less complex (production) tasks. Finally, task conflict was less negatively related to team performance when task conflict and relationship conflict were weakly, rather than strongly, correlated.

/pdf/task-versus-relationship-conflict-team-performance-and-team-1dwnelr6kh.pdf

Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis.

The reported research examined the usefulness of placing risk propensity and risk perception in a more central role in models of risky decision making than has been done previously. Specifically, t...

https://www.jstor.org/stable/pdfplus/256844.pdf

Determinants of Risky Decision-Making Behavior: A Test of the Mediating Role of Risk Perceptions and Propensity

Increasing competition resulting from the global and technological nature of markets has heightened the need for businesses to rely on cross-functional new product teams to produce innovations in a...

https://www.jstor.org/stable/pdfplus/3069415.pdf

Maximizing cross-functional new product teams' innovativeness and constraint adherence: A conflict communications perspective.

A meta-analysis of 28 studies examined support for the Theory of Cooperation and Competition (M. Deutsch, 1973) and Dual Concern Theory (D. G. Pruitt & J. Z. Rubin, 1986). Effects of social motive (prosocial vs. egoistic) and resistance to yielding (high vs. low vs. unknown) on contenting, problem solving, and joint outcomes were examined. Consistent with Dual Concern Theory, results showed that negotiators were less contentious, engaged in more problem solving, and achieved higher joint outcomes when they had a prosocial rather than egoistic motive, but only when resistance to yielding was high (or unknown) rather than low. The authors also explored the moderating effects of study characteristics and found effects for participation inducement (class exercise, participant pool), for publication status, and for treatment of no-agreement dyads.

Influence of social motives on integrative negotiation: a meta-analytic review and test of two theories.

Educational and national diversity are proposed to influence work teams' information use differently, with educational diversity mainly enhancing information use and national diversity invoking social categorization, thus hindering information use. As expected, increasing educational diversity positively influenced the range and depth of information use for all except the most diverse teams we studied, but negatively influenced information integration. In contrast to our expectations, national diversity had curvilinear relationships with the range, depth, and integration of information use. Both types of diversity provided information-processing benefits that outweighed the limitations associated with social categorization processes.

Laurie R. Weingart

Papers

Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis.

Determinants of Risky Decision-Making Behavior: A Test of the Mediating Role of Risk Perceptions and Propensity

Maximizing cross-functional new product teams' innovativeness and constraint adherence: A conflict communications perspective.

Influence of social motives on integrative negotiation: a meta-analytic review and test of two theories.

Team diversity and information use