AN EXPLORATORY EXAMINATION OF PERSON-ORGANIZATION FIT: ORGANIZATIONAL GOAL CONGRUENCE

By Jeffrey B. Vancouver, Neal Schmitt. 2006

421 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/74d761abe35ffbbf1b6c2f94b007d728248286bd

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In Organizational Behavior and Human Resource Management

1. T. Judge
2. Amy E. Colbert
3. Murray R. Barrick
4. Aichia Chuang
5. Arnold B. Bakker
6. Mark A. Griffin
7. A. Rafferty
8. Bret Bradley

Citations in the corpus

• Dimensions of transformational leadership: Conceptual and empirical extensions (2004, background): “In particular, authors have examined the effects of goal congruence between leaders and followers (e.g., Vancouver, Millsap, & Peters, 1994; Vancouver & Schmitt, 1991).”
• The Dynamic Relationships of Work Affect and Job Satisfaction with Perceptions of Fit (2014, background): “…Chatman, 1989; Lyons & O’Brien, 2006; Kristof‐Brown et al., 2005), with the general assumption being that fit causes affect/job satisfaction (Cable & DeRue, 2002; Kristof‐Brown et al., 2005; Lyons & O’Brien, 2006; O’Reilly, Chatman, & Caldwell, 1991; Resick et al., 2007; Vancouver & Schmitt, 1991).”
• Does Public Service Motivation Really Make a Difference on the Job Satisfaction and Turnover Intentions of Public Employees? (2008, background): “In either case, there is strong evidence that P-O fit has a positive benefit on a range of employee attitudes and behaviors, particularly job satisfaction and turnover intentions (Bretz & Judge, 1994; Kristof, 1996; Kristof-Brown, Zimmerman, & Johnson, 2005; Vancouver & Schmitt, 1991).”
• Ceo Transformational Leadership: The Role of Goal Importance Congruence in Top Management Teams (2008, background): “This approach is consistent with previous research on goal congruence (e.g., Vancouver & Schmitt, 1991; Witt, 1998), which has been described as an important type of personorganization fit (Kristof-Brown, Zimmerman, & Johnson, 2005).”
• How Ethical Leadership Shapes Employees’ Job Performance: The Mediating Roles of Goal Congruence and Psychological Capital (2014, background): “cates whether followers perceive a strong ‘‘fit’’ with their organization overall (Vancouver and Schmitt 1991).”
• Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS) (2016, background): “In fact, many PO fit studies contained only the value dimension (e.g. Cable & DeRue, 2002), while others specifically targeted goal congruence (Vancouver & Schmitt, 1991).”
• Person-Organization Value Congruence: How Transformational Leaders Influence Work Group Effectiveness (2011, background): “Interestingly, Vancouver and Schmitt (1991) found that although congruence with one’s work group and congruence with one’s supervisor were both related to group effectiveness, when both were considered together, as in the current study, congruence with supervisor values dropped to nonsignificance.”
• Does Person-Organization Fit Mediate the Relationship Between Public Service Motivation and the Job Performance of Public Employees? (2007, background): “O Fit has positive benefits on a range of employee attitudes and behaviors (Bretz & Judge, 1994; Kristof, 1996; Kristof-Brown, Zimmerman, & Johnson, 2005; Vancouver & Schmitt, 1991).”