Distinguishing between Employees' Perceptions of Person-Job and Person-Organization Fit.

By Kristy J. Lauver, Amy Kristof‐Brown. 2001

862 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/51f6d99a69b559c996a1f4c2df10607019935148

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Citations in the corpus

Strengths use and work engagement: a weekly diary study (2016, background): “We expect that human resource practices that are aimed at reaching optimal person job-fit (Lauver & Kristof-Brown, 2001) will provide high levels of strengths support.”
Perceived Overqualification at Work: Implications for Extra-Role Behaviors and Advice Network Centrality (2018, background): “P-E fit literature regards P-J and P-O fit as related but distinct types of fit with the environment (Lauver & Kristof-Brown, 2001).”
The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit (2011, methodology): “E fit perceptions for existing employees (Lauver and Kristof-Brown 2001).”
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): “Person-job and person-organization fits are seen as the most important in determining behavioral outcomes, and are consequently the most researched types of fit (Kristof-Brown et al., 2005; Lauver & Kristof, 2001; Muchinsky & Monahan, 1987).”
Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship (2012, methodology): “…and/or professional identity, and career identity, were sourced, adapted and combined to create a scale with which to measure work-based identity (Lauver & Kristof-Brown, 2001; Lodahl & Kejner, 1965; Mael & Ashforth, 1992; Roodt, 1997; Roodt, De Braine, Bothma & Jansen, 2009; Serafini, Maitland…”