Complementary and supplementary fit: a theoretical and empirical integration.

By Daniel M. Cable, J. Edwards. Journal of Applied Psychology, 2004

954 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/8f581947dece678eb5bbd7806d097dcd1ff6928b

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Citations in the corpus

Employer–Employee Congruence in Environmental Values: An Exploration of Effects on Job Satisfaction and Creativity (2014, positive): “Thus, the enhanced job satisfaction from P–O fit can be a result from the organization meeting certain needs of the employee (Cable and Edwards 2004; Edwards and Cable 2009).”
Leadership and Organizational Culture: Linking CEO Characteristics to Cultural Values (2009, neutral): “Measures of work values such as that presented by Cable and Edwards (2004) may be a better gauge of values that CEOs embed into their organizations.”
Person-organization and person-supervisor fits: Employee commitments in a Chinese context (2011, methodology): “Instead, we have selected (Chinese) commitment items that are comparable to the ones that have been used in prior fit studies (e.g., Cable & Edwards, 2004).”
At What Level (and in Whom) We Trust (2012, background): “When both the leader and the follower trust each other, the follower exhibits more individual-directed OCB (Brower, Lester, Korsgaard, & Dineen, 2009).”
Engaged and Productive Misfits: How Job Crafting and Leisure Activity Mitigate the Negative Effects of Value Incongruence (2016, methodology): “Value incongruence was measured using the 24 items of the Work Values Survey from Cable and Edwards (2004).”
Person–organization fit effects on organizational attraction : a test of an expectations-based model (2014, background): “Rather, focusing on these four dimensions allows the current investigation to focus on a manageable set of dimensions that are relevant and comprehensive enough to investigate relationships involving PO fit (cf. Cable & Edwards, 2004; Edwards & Rothbard, 1999).”
Callings in Career: A Typological Approach to Essential and Optional Components. (2011, background): “, 2010). Until today, calling has been defined by some as a call to serve God or as a summons by God to a particular career (Dalton, 2001; Davidson & Caddell, 1994). However, most current conceptualizations of the construct acknowledge that religiosity is neither necessary nor sufficient to experien”
Reinterpreting Time in Fit Theory: Crafting and Recrafting Narratives of Fit in Medias Res (2011, background): “Beyond the existing explanation that fit is more likely to influence individual outcomes when it is perceived (e.g., Cable & Edwards, 2004; Kristof-Brown et al., 2005), our model suggests that when individuals report perceptions of current fit, they also may be implicitly reporting the effects of…”