The convergent and discriminant validity of subjective fit perceptions.

By Daniel M. Cable. Journal of Applied Psychology, 2002

2,125 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/47c7cffd47cf1424f2a8ee9a6f7223001ad7f793

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Citations in the corpus

Person–organization fit, OCB and performance appraisal: Evidence from matched supervisor–salesperson data set in a Spanish context☆ (2008, background): “In this regard, it has been noted that perceptions of fit are important in their own right (Cable & DeRue, 2002; Kim, Cable & Kim, 2005; Kristof, 1996) and as Kristof-Brown et al. (2005) have suggested, direct assessments of perceived fit are more susceptible to a commonmethod bias than other…”
The relationship between person-organization fit and job satisfaction (2016, methodology): “P-O fit was measured using a nine-item scale developed by Cable and Derue (2002).”
Reinterpreting Time in Fit Theory: Crafting and Recrafting Narratives of Fit in Medias Res (2011, background): “In fact, many of the conceptual distinctions in the fit literature (e.g., objective versus subjective versus perceived fit), are largely methodological choices (Kristof-Brown et al., 2005).”
Career success in a boundaryless career world. (2005, background): “…of mentoring relationships on career outcomes (e.g., Ragins & Cotton, 1999), three examine the impact of personal criteria on career success (e.g., Cable & DeRue, 2002), and one examines the effect of lengthening job tenure on managers’ organizational commitment and turnover (Taylor et al., 1996).”
How do objective and subjective career success interrelate over time (2009, background): “Judge et al. (1995) and Richardsen et al. (1997) found no influence, whereas Judge, Thoresen, Pucik, and Welbourne (1999) reported positive influences (similarly Cable & DeRue, 2002).”
From Strategy to Action: Transforming Organizational Goals into Organizational Behavior (2018, neutral): “Existing measures for person– environment fit (Cable and DeRue 2002), need satisfaction (Van den Broeck et al.”
Latent Variable Modeling in Congruence Research (2009, background): “Some researchers operationalize congruence not by subtracting component variables, as in Equation 4, but instead by asking respondents to directly report the difference or simi- larity between the component variables (e.g., Cable & DeRue, 2002).”
Person–organization fit and employee outcomes: test of a social exchange model (2013, background): “In addition, employees whose values fit those of their organizations are likely to attribute positive motives to the practices and policies of their organizations toward themselves (Cable and DeRue 2002).”
An Integrative Analysis of Person-Organization Fit Theories (2004, background): “Whereas Cable and DeRue’s (2002) research indicated the potential of multiple fit measures (values fit and needs–supplies fit) to influence employee outcomes, direct measures of P–O fit were used, which aremore likely to be influenced by consistency biases and common method bias than are indirect me”