Using Person–Organization Fit to Select Employees for High-Turnover Jobs

By M. McCulloch, D. Turban. 2007

131 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/65897a98f5abe28a4892fc7b26a3f897ebb340d2

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. Chi-Tai Shen
3. Thurasamy Ramayah
4. Aichia Chuang
5. N. Guenole
6. F. Landy

In Organizational Behavior and Human Resource Management

1. Aichia Chuang
2. T. Judge
3. Concetto Paolo Vinci
4. Chi-Tai Shen
5. Thurasamy Ramayah
6. K. Williams
7. Hussam Al Halbusi
8. Luigi Aldieri

Citations in the corpus

• Linking ethical leadership and ethical climate to employees' ethical behavior: the moderating role of person–organization fit (2020, background): “…50,1 164 environment, as well as the match between the personality of the individual and the characteristics of the organization (Chatman, 1991; McCulloch and Turban, 2007; Chatman, 1989) defined P-O fit as the congruence between the norms and values of organizations and the values of persons.”
• Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS) (2016, background): “…(Cable & DeRue, 2002; Kim et al., 2013; McCulloch & Turban, 2007; Vancouver & Schmitt, 1991; Wang et al., 2011), turnover intention (Vancouver & Schmitt, 1991; Wang et al., 2011), employee retention (McCulloch & Turban, 2007), and citizenship behaviors (Cable & DeRue, 2002; Kim et al., 2013).”