An empirical comparison of direct and indirect measures of person-organization (P-O) fit

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An empirical comparison of direct and indirect measures of person-organization (P-O) fit

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Special Interest Group on Computer Personnel Research Annual Conference archive
Proceedings of the 2005 ACM SIGMIS CPR conference on Computer personnel research table of contents

Atlanta, Georgia, USA

SESSION: 6.2: Environmental factors table of contents

Pages: 146 - 148

Year of Publication: 2005

ISBN:1-59593-011-6

Authors

Thomas W. Ferratt	University of Dayton, Dayton, OH
Harvey G. Enns	University of Dayton, Dayton, OH
Jayesh Prasad	University of Dayton, Dayton, OH

Sponsors

SIGMIS: ACM Special Interest Group on Management Information Systems
ACM: Association for Computing Machinery

Publisher

ACM New York, NY, USA

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ABSTRACT

Person-organization (P-O) fit is an important concept for understanding the attitudes and behavior of individuals in organizations, in general, and information technology (IT) professionals, in particular. The objective of this paper is to examine a controversial issue related to the measurement of P-O fit. We explain the controversy and empirically investigate it using a sample of IT professionals.

REFERENCES

Note: OCR errors may be found in this Reference List extracted from the full text article. ACM has opted to expose the complete List rather than only correct and linked references.

	1	Edwards J. R. (1991). Person-job fit: A conceptual integration, literature review and methodological critique. International Review of Industrial/Organizational Psychology, (Vol. 6, pp. 283--357). London: Wiley.
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	3	Edwards, J. R. (1995) Alternatives to difference scores as dependent variables in the study of congruence in organizational research. Organizational Behavior & Human Decision Processes, 64, 307--24.
	4	Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1--49.