Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions : A longitudinal study

By S. Carless. 2005

455 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/4dc843039025e03ca697cd43c1f09215c3f97f99

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Attracting Generation Y graduates: Organisational attributes, likelihood to apply and sex differences (2007, background): “Person-organisation fit is robust across a range of contexts, including a study of graduate applicants to an Australian media corporation (Carless, 2005).”
The Moderating Role of Ethical Climate on Salesperson Propensity to Leave (2010, background): “Carless (2005) reported that individuals select jobs or careers that use their skills.”
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): “Further, Carless (2005) reported that during the selection process, applicants’ perceptions of fit between their goals and values and those of the organization positively predicted the desirability of the organization.”
The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit (2011, background): “P–J fit focuses on the match between a person’s knowledge, skills and abilities (KSA) and the job requirements (Carless 2005).”
Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction (2013, background): “, Carless, 2005). Further, in this connection, relevant literature shows that employees intend to be positively associated with their job and their employing organizations and this intention is further reinforced when there is an alignment between the individual and the organizational values and exp”
Person–organization fit effects on organizational attraction : a test of an expectations-based model (2014, background): “…and Human Decision Processes journal homepage: www.elsevier .com/ locate/obhdp Although some recent research draws a distinction between the two (Carless, 2005; Kristof-Brown, 2000), it has not gone beyond examining the independent effects of complementary and supplementary fit on recruitment…”