Fitting in organizational values

By Min-Ping Huang, B. Cheng, L. Chou. 2005

102 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/89758cf89088865f1922f8b95f75d51abe0fe88f

How researchers see this paper

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

In Demography

1. Chien‐Cheng Chen
2. Michel Dion
3. Su-fen Chiu

In Organizational Behavior and Human Resource Management

1. Chien‐Cheng Chen
2. José Antonio Varela González
3. Pilar Fernández Ferrín
4. Belén Bande Vilela
5. Michel Dion
6. Su-fen Chiu

In Social Psychology

1. Chien‐Cheng Chen
2. José Antonio Varela González
3. Pilar Fernández Ferrín
4. Belén Bande Vilela
5. Michel Dion
6. Su-fen Chiu

Citations in the corpus

• An Integrative Model Linking Supervisor Support and Organizational Citizenship Behavior (2008, background): “For example, Huang et al. (2005) found that charismatic leadership (i.e., a type of supportive leader behavior) had a positive effect on employee’s perceived P‐O fit.”
• Are ethical theories relevant for ethical leadership (2012, background): “In their study of Taiwenese companies, Huang et al. (2005) found that charismatic leadership actually has significant impact on employee outcomes.”
• Person–organization fit, OCB and performance appraisal: Evidence from matched supervisor–salesperson data set in a Spanish context☆ (2008, background): “Sales managers can increase salespeople PO fit through their selection process, company social gatherings and leadership (Chao, O'Leary-Kelly, Wolf & Klein, 1994; Chatman, 1991; Grant & Bush, 1996; Huang et al., 2005; Kristoff-Brown et al., 2005; López & McMillan, 2002).”