PERSON‐ORGANIZATION FIT: THE MATCH BETWEEN NEWCOMERS' AND RECRUITERS' PREFERENCES FOR ORGANIZATIONAL CULTURES

By A. V. Vianen. 2000

443 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/9a3887850dc8b2518bfed3e681d6b1abd29216f4

How researchers see this paper

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

In Communication

1. B. Nijstad
2. Cathrine Filstad
3. Neil Anderson
4. Annelies E. M. van Vianen
5. T. Judge
6. Carsten K. W. De Dreu
7. Chi-Tai Shen
8. Aichia Chuang

In Gender Studies

1. Aichia Chuang
2. T. Bauer
3. B. Erdogan
4. Tomoki Sekiguchi
5. T. Judge
6. Chi-Tai Shen
7. J. Edwards
8. A. V. Vianen

In Organizational Behavior and Human Resource Management

1. Aichia Chuang
2. B. Erdogan
3. T. Bauer
4. Daniel M. Cable
5. Deanne N. den Hartog
6. Corine Boon
7. J. Edwards
8. Adam M. Grant

Citations in the corpus

• The Organizational Culture Profile Revisited and Revised: An Australian Perspective (2005, background): “Vandenberghe (1999a, p. 183) recommended that more cross-cultural analysis of the OCP is warranted: ‘additional work is needed on the structure of the OCP across nations and industries.’”
• Individual Moral Development and Ethical Climate: The Influence of Person–Organization Fit on Job Attitudes (2007, methodology): “Finally, we concur with Van Vianen (2000) and recommend identifying and studying other important value subsystems and their effects on employee attitudes and performance.”
• Person–organization fit: Testing socialization and attraction–selection–attrition hypotheses (2009, background): “Socialization occurs whenever employees change roles or cross boundaries within the organization, it is most intense when one first joins an organization (Van Maanen & Schein, 1979).”
• PERSON-ORGANIZATION FIT AND PERSON-JOB FIT IN EMPLOYEE SELECTION: A REVIEW OF THE LITERATURE (2004, background): “These fit concepts include person-person (P-P) fit (Van Vianen, 2000), person-group (P-G) fit (Werbel & Johonson, 2001) and person-occupation or person-vocation (P-V) fit (Holland, 1997).”
• The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit (2011, background): “Organisational commitment was assessed using four items of the scale developed by Ellemers, De Gilder and Van den Heuvel (1998).”
• The Effects of Person–Organization Ethical Fit on Employee Attraction and Retention: Towards a Testable Explanatory Model (2008, unknown): “Van Vianen (2000) also studied the effects of PO fit on newcomers' commitment and turnover intentions.”
• Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS) (2016, methodology): “For goals, we adopted Van Vianen’s (2000) concepts of Organisational Goal Orientation (i.”
• Human resource practices, organizational commitment and intention to stay (2008, background): “Some of these practices include ensuring that there is a good fit between the individual employees' values and the organization's values in the recruitment and selection phase ( Van Vianen, 2000”