A meta-analysis of relations between person–organization fit and work attitudes精选.pdfVIP

Journal of Vocational Behavior 63 (2003) 473–489 /locate/jvb A meta-analysis of relations between person–organization fit and work attitudesq Michelle L. Verquer, Terry A. Beehr, and Stephen H. Wagner* Department of Psychology, 206 Sloan Hall, Central Michigan University, Mt. Pleasant, MI 48858, USA Received 3 July 2002 Abstract This article presents a meta-analytic review of 21 studies on relations of person–organiza- tion fit with job satisfaction, organizational commitment, and intent to turnover. Four specific moderators were investigated: the type of fit measure, method of calculating fit, dimensions of fit, and use of an established measure of person–organization fit. Mean effect sizes for the out- come variables ranged from ).18 for intent to turnover to .28 for organizational commitment. Subjective fit measures, the use of correlations to calculate fit, value congruence as the fit di- mension, and the use of an established measure of person–organization fit increased effect sizes. Recommendations for future research on person–organization fit are suggested. 2002 Elsevier Science (USA). All rights reserved. 1. Introduction Interactional psychology assumes that continuous interaction between the person and the environment causes behavior (Terborg, 1981), which is consistent with Le- wins (1938) well-known axiom that behavior is a function of the person and the en- vironment. The total psychological field, according to Lewin, includes the influence of the social environment based on the persons subjective experience (Fiske Tay- lor, 1991). Similarly, needs-press theory supports the assumptions of interactional psychology and the value of measuring subjective experiences of reality. Further- more, it suggests that behavior is determined both by the