A contingency perspective of the importance of PJ fit and PO fit in employee selection

By Tomoki Sekiguchi. 2007

128 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3a51e8c5460d30a135f246ed77399434e5c6f5de

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Economics and Econometrics

In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

Testing a Multidimensional Theory of Person-Environment Fit (2010, background): “Third, various scholars (e.g., Jansen and Kristof-Brown, 2006; Sekiguchi, 2004, 2007) suggested that the different dimensions of fit play different roles and have different emphases at different points of the employment relationship.”
PERSON-ORGANIZATION FIT AND PERSON-JOB FIT IN EMPLOYEE SELECTION: A REVIEW OF THE LITERATURE (2004, background): “Based on their argument, Sekiguchi (2003) proposes the contingency perspective on the relative importance of P-O fit and P-J fit in employee selection.”
Leveraging the innovative performance of human capital through HRM and social capital in Spanish firms (2011, background): “In the first case, the orientation of staffing procedures changes depending on the necessity of general versus firm-specific human capital (Sekiguchi 2007).”
Public service motivation and job performance of public sector employees in the Netherlands (2009, background): “Person–organization fit focuses on ‘the compatibility between people and entire organizations’ (Sekiguchi, 2007: 119) and is mostly studied with a focus on supplementary fit, and more specifically on value congruence.”
The role of psychological contract in intention to continue volunteering. (2009, background): “In addition, when a labor relationship is formed based on a transactional psychological contract, P-T Fit is more critical than P-O Fit, whereas when a labor relationship is formed based on a relational psychological contract, P-O Fit is more important than P-T Fit (Sekiguchi, 2007).”