CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META-ANALYSIS OF PERSON-JOB, PERSON-ORGANIZATION, PERSON-GROUP, AND PERSON-SUPERVISOR FIT

By Amy Kristof‐Brown, Ryan D. Zimmerman, E. Johnson. 2005

5,198 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/4ba012b788abe8f9141ca892c7fa9d66361ff5b9

How researchers see this paper

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

In Gender Studies

1. T. Judge
2. Aichia Chuang
3. B. Erdogan
4. Chi-Tai Shen
5. Arnold B. Bakker
6. T. Bauer
7. J. Edwards
8. Bilal Afsar

In Organizational Behavior and Human Resource Management

1. Arnold B. Bakker
2. Thomas W. H. Ng
3. Christian Vandenberghe
4. Sharon K. Parker
5. Wilmar B. Schaufeli
6. Osman M. Karatepe
7. Michael S. Cole
8. H. Zacher

Citations in the corpus

• Person–organization fit and employee outcomes: test of a social exchange model (2013, background): “2004), research on P–O fit and its demonstrated outcomes has primarily been conducted in the advanced economies of the West, specifically the USA (Kristof-Brown et al. 2005).”
• Clarifying the Relationship Between Public Service Motivation and In-Role and Extra-Role Behaviors: The Relative Contributions of Person-Job and Person-Organization Fit (2017, background): “Finally, individuals’ characteristics lead to a direct perception of their fit—perceived fit—with the values and norms or practices (Edwards, Cable, Williamson, Lambert, & Shipp, 2006; Kristof-Brown et al., 2005).”
• Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model (2007, background): “According to PE Wt theory, compatibility between an individual and a work environment occurs when certain characteristics are well matched (Kristof-Brown et al., 2005).”
• Happiness at work (2017, background): “28 See, e.g. Kristof-Brown et al (2005) for a review.”
• Engaged and Productive Misfits: How Job Crafting and Leisure Activity Mitigate the Negative Effects of Value Incongruence (2016, background): “A situation of “value congruence”—in which individual values matchorganizational values—is generally considered ideal for employees (Kristof-Brown et al., 2005).”
• Latent Variable Modeling in Congruence Research (2009, methodology): “, values) and is hypothesized to produce various positive outcomes, such as job satisfaction and organizational commitment (Kristof-Brown et al., 2005).”