•How does this help companies that have a large division of jobs that are difficult to provide autonomy which is related to affective commitment? This study further finds a significant relationship and link between P-E & P-O fit and job performance.
It appears that fit would be very helpful for motivational purposes; however there are other ways to accomplish this same thing with an easier process. Do you think that selection is the appropriate time to think about employee motivational outcomes? Should this be done as the work is taking place?
So many of these articles related to motivational constructs – needs, values, etc. Might P-O fit be a better predictor of motivation and not necessarily performance? And if many of the P-whatever constructs are working through a particular mediator, why not just measure the mediator instead or measure the mediator in addition?
Are there both objective and subjective aspects of P-E fit? How does he individual's level of self-awareness affect their ability to assess their fit with a particular organization?
So this article did a really good job of addressing the importance of PC fit. What do you think are some limitations with their methodology, which entailed students in an organizational behavior class seeking out qualified participants?
I thought this meta-analysis did a very good job of clarifying some points- the different outcomes related to the different kinds of fit (PJ, PG, PO, PS) and suggesting areas for future research such as the need to explore people's cognitive schemas regarding fit. I thought it was interesting that they found that PG and PS were related to performance and not just person-job fit.
I thought this meta-analysis did a very good job of clarifying some points- the different outcomes related to the different kinds of fit (PJ, PG, PO, PS) and suggesting areas for future research such as the need to explore poeple's cognitive schemas regarding fit. I though it was interesting that they found that PG and PS were related to performance and not just person-job fit.
•How does this help companies that have a large division of jobs that are difficult to provide autonomy which is related to affective commitment? This study further finds a significant relationship and link between P-E & P-O fit and job performance.
ReplyDeleteIt appears that fit would be very helpful for motivational purposes; however there are other ways to accomplish this same thing with an easier process. Do you think that selection is the appropriate time to think about employee motivational outcomes? Should this be done as the work is taking place?
ReplyDeleteSo many of these articles related to motivational constructs – needs, values, etc. Might P-O fit be a better predictor of motivation and not necessarily performance? And if many of the P-whatever constructs are working through a particular mediator, why not just measure the mediator instead or measure the mediator in addition?
ReplyDeleteFor what types of personality factors might P-E fit be especially important?
ReplyDeleteAre there both objective and subjective aspects of P-E fit? How does he individual's level of self-awareness affect their ability to assess their fit with a particular organization?
ReplyDeleteSo this article did a really good job of addressing the importance of PC fit. What do you think are some limitations with their methodology, which entailed students in an organizational behavior class seeking out qualified participants?
ReplyDeleteI thought this meta-analysis did a very good job of clarifying some points- the different outcomes related to the different kinds of fit (PJ, PG, PO, PS) and suggesting areas for future research such as the need to explore people's cognitive schemas regarding fit. I thought it was interesting that they found that PG and PS were related to performance and not just person-job fit.
ReplyDeleteI thought this meta-analysis did a very good job of clarifying some points- the different outcomes related to the different kinds of fit (PJ, PG, PO, PS) and suggesting areas for future research such as the need to explore poeple's cognitive schemas regarding fit. I though it was interesting that they found that PG and PS were related to performance and not just person-job fit.
ReplyDelete