Perspectives on organizational fit

By Cheri Ostroff, T. Judge. 2007

162 citations recorded by the source corpus.

Subfields: Accounting, Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/d671e9c1b9ed7f0bfa5c808676b33a940840a89d

How researchers see this paper

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

In Accounting

1. J. Edwards
2. Daniel M. Cable
3. Bat Batjargal
4. Silvio Vismara
5. Junfu Zhang

In Demography

1. P. Warr

In Organizational Behavior and Human Resource Management

1. J. Edwards
2. Daniel M. Cable
3. I. Inceoglu
4. Jing Jin
5. P. Warr
6. J. Rounds
7. David G. Allen
8. Adam M. Grant

Citations in the corpus

• Stability and change in work values: A meta-analysis of longitudinal studies (2012, background): “Furthermore, value congruence between employees and organizations (Chatman, 1989; Ostroff & Judge, 2007) is related to positive outcomes in the workplace (e.g., Kristof-Brown, Zimmerman, & Johnson, 2005; Meglino & Ravlin, 1998; Verquer, Beehr, & Wagner, 2003).”
• Personality and Job Engagement (2011, background): “A third important issue concerns research into what is often referred to as “personality-environment fit” (e.g., Ostroff & Judge, 2007).”
• The value of value congruence. (2009, background): “A substantial volume of research has underscored the importance of congruence between the values of employees and organizations (Chatman, 1989; Kristof, 1996; Ostroff & Judge, 2007).”
• The Pearls and Perils of Identifying Potential (2009, background): “Cultural fit is an emerging issue as organizations focus on identifying and selecting individuals who fit the company’s values and norms (Ostroff & Judge, 2007).”