•This study showed that job performance and task performance are related to P-O fit mainly through objective and perceived measuring methods. How likely are current organizational members going to have a similar view of the organization’s characteristics and climate compared to the executives of the company? I can see this being a problem with measurement of there is a discrepancy.
What is the difference between an actual organizational fit and perceived organizational fit? What can organizations do to convince the employee that they are a good fit? Would this reduce turnover?
In their definitions of subjective, perceived, and objective fit, it seems like we place the burden of P-O fit on the person: the person must be the one who matches the organization. But do we really have an objective way of measuring the characteristics of the organization?
Do you think individual's perceptions of their own needs and values are fixed or do you think they vary as a result of interaction with other people within the organization? In other words, over time does the organization influence people's perceptions of their own needs and values?
Conceptually, do you think that PJ Fit and PO fit are a fair comparison? To me, they seem to be getting at different concepts. Which do you think has the larger impact in applied work?
OK, I'm confused. This now makes me want to use it in the group project - as long as it is assessed objectively - PO fit (values congruence) is related to behavioral outcomes: turnover, task performance, and OCB. Makes sense. Good study and well-written.
•This study showed that job performance and task performance are related to P-O fit mainly through objective and perceived measuring methods. How likely are current organizational members going to have a similar view of the organization’s characteristics and climate compared to the executives of the company? I can see this being a problem with measurement of there is a discrepancy.
ReplyDeleteWhat is the difference between an actual organizational fit and perceived organizational fit? What can organizations do to convince the employee that they are a good fit? Would this reduce turnover?
ReplyDeleteIn their definitions of subjective, perceived, and objective fit, it seems like we place the burden of P-O fit on the person: the person must be the one who matches the organization. But do we really have an objective way of measuring the characteristics of the organization?
ReplyDeleteWho do you think decides what an organization is "like"? That is, who or what has influences what type of people are the right fit for organizations?
ReplyDeleteDo you think individual's perceptions of their own needs and values are fixed or do you think they vary as a result of interaction with other people within the organization? In other words, over time does the organization influence people's perceptions of their own needs and values?
ReplyDeleteConceptually, do you think that PJ Fit and PO fit are a fair comparison? To me, they seem to be getting at different concepts. Which do you think has the larger impact in applied work?
ReplyDeleteOK, I'm confused. This now makes me want to use it in the group project - as long as it is assessed objectively - PO fit (values congruence) is related to behavioral outcomes: turnover, task performance, and OCB.
ReplyDeleteMakes sense. Good study and well-written.