A meta-analysis of relations between person–organization fit and work attitudes

By M. L. Verquer, T. Beehr, Stephen H. Wagner. 2003

1,126 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/eb113675ac191e10992f84bf0e0bcae469ffdfb9

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Person–organization fit and employee outcomes: test of a social exchange model (2013, background): “O fit is related to employee work attitudes, including job satisfaction and organizational commitment (Luthans et al. 1987; Saks and Ashforth 1997; Verquer et al. 2003).”
Public Service Motivation and Employment Sector: Attraction or Socialization? (2013, result): “With respect to this, several studies have shown that value and goal congruence between person and organization are positively associated with lower turnover intent and also lower absenteeism (Cable & Judge, 1996; Chatman, 1991; Verquer et al., 2003; Wright & Pandey; 2010).”
Internal marketing, internal branding, and organisational outcomes: The moderating role of perceived goal congruence (2013, result): “The results imply lack of person–organisation fit can result in a higher likelihood of employees leaving the organisation, similar to the findings of Verquer, Beehr, and Wagner (2003).”
Person–Organization Fit and Turnover Intention: Exploring the Mediating Role of Employee Followership and Job Satisfaction Through Conservation of Resources Theory (2016, background): “Given that P-O fit is linked to both attitudinal (Verquer et al., 2003, offer a meta-analysis) as well as behavioral outcomes (Hoffman & Woehr, 2006), understanding the relational nature of work behaviors and attitudes may help clarify the process through which employees’ intention to turnover is…”
The Impact of Person–Job Fit on Job Satisfaction: The Mediator Role of Self Efficacy (2015, background): “Lots of studies have found that person-environment fit is significantly related with the respects including employees’ job satisfaction, organizational commitment, organizational citizenship behavior and professional mental health (Kristof 1996; Verquer et al. 2003; Xiao et al. 2014).”
The value of value congruence. (2009, methodology): “Numerous studies have examined the relationship between value congruence and outcomes (Kristof, 1996; Kristof-Brown et al., 2005; Meglino & Ravlin, 1998; Verquer et al., 2003), and various explanations have been given for these relationships.”
Public service motivation and job performance of public sector employees in the Netherlands (2009, background): “Many studies in organizational psychology also make this point about the importance of a person–environment fit (Hoffman and Woehr, 2005; Kristof, 1996; Kristof-Brown et al., 2005; Verquer et al., 2002).”