An Integrative Analysis of Person-Organization Fit Theories

By James W. Westerman, Linda A. Cyr. 2004

267 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/226beb8456cad13e85c76a36c17b608a56154841

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Citations in the corpus

Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions?☆ (2013, background): “Further, it has been suggested that the relationship between P-O fit and turnover intent is mediated by the relationship between job satisfaction and organizational commitment (Westerman & Cyr, 2004).”
Generational preferences for work environment fit: effects on employee outcomes (2007, background): “…congruence between an individual’s preferences for and the reality of his/her current work environment as measured by the WES has been demonstrated as a significant predictor of employee satisfaction (Westerman and Cyr, 2004; Westerman and Simmons, 2007) in the person-organization fit literature.”
Does Public Service Motivation Really Make a Difference on the Job Satisfaction and Turnover Intentions of Public Employees? (2008, background): “Scholars have found that as the congruence between individuals and organizations increase, employees become more satisfied and less likely to leave their jobs (Boxx, Odom, & Dunn, 1991; Cable & DeRue, 2002; Lovelace & Rosen, 1996; Silverthorne, 2004; Sims & Kroeck, 1994; Westerman & Cyr, 2004).”
Happiness at work. (2010, unknown): “There is considerable evidence that supplementary ﬁt and needs–supplies ﬁt are related to job satisfaction and organizational commitment (Bretz and Judge 1994; Edwards 1991; Kristof-Brown 1996; Verquer et al. 2003; Westerman and Cyr 2004).”
Generational differences in work values, outcomes and person‐organisation values fit (2008, background): “P-O values fit is related to organisationally relevant outcomes (Cooper-Thomas et al., 2004; Dawis and Lofquist, 1984; Westerman and Cyr, 2004).”
Internal marketing, internal branding, and organisational outcomes: The moderating role of perceived goal congruence (2013, background): “…on person–organisation fit, especially in HRM and organisational psychology, have focused on recruitment, selection, and employee turnover (Cable & Judge, 1997; Kyndt et al., 2009; Van Vianen, 2000; Westerman & Cyr, 2004), as well as employee socialisation (Cennamo & Gardner, 2008; Das, 2002).”
The relationship between person-organization fit and job satisfaction (2016, background): “As expected and demonstrated, P-O fit is related to the organizationally relevant outcome of job satisfaction (Cooper-Thomas et al., 2004; Westerman & Cyr, 2004).”
A Person-Environment Fit Approach to Volunteerism: Volunteer Personality Fit and Culture Fit as Predictors of Affective Outcomes (2008, methodology): “As an exception, Westerman and Cyr (2004) examined employees’ personality and culture fit together.”
Person-organization and person-supervisor fits: Employee commitments in a Chinese context (2011, unknown): “…with their job (Bretz & Judge, 1994; Cooper-Thomas, Van Vianen, & Anderson, 2004; Jansen & Kristof-Brown, 2006), are more attached to their organization (Cable & Judge, 1996; Westerman & Cyr, 2004), and tend to perform better (Downey, Hellriegel, & Slocum, 1975; Lauver & Kristof-Brown, 2001).”
Person–Organization Fit and Turnover Intention: Exploring the Mediating Role of Employee Followership and Job Satisfaction Through Conservation of Resources Theory (2016, background): “These studies are limited, however, in that they primarily focus on emotionbased conditions, such as job satisfaction and organizational commitment (Vilela, González, & Ferrin, 2008; Westerman & Cyr, 2004) and emotional engagement (Gregory & Albritton, 2009).”
Testing the mediation effect of person–organization fit on the relationship between high performance HR practices and employee outcomes in the Egyptian public sector (2014, background): “Lauver and Kristof-Brown (2001) and Westerman and Cyr (2004) reported a positive relationship between P-O fit and job satisfaction in the USA.”