Research examining workers' contemporary career (CC) attitudes indicates that they are broadly associated with desirable outcomes. The one exception is organizational mobility preferences (OMP), which generally produce mixed findings. Scholars suggest this may be due to a lack of alignment with the individual's context, but little is known about how contextual factors, such as the career environment provided by organizations, influence outcomes of OMP or why. Therefore, in this study we draw on theories of person-organization fit to explore how organizational career environments (OCEs) influence outcomes of OMP during recruitment. We propose that organizations can signal whether they provide more traditional or contemporary career paths through recruitment advertisements. We then hypothesize that job seekers with stronger OMP will perceive greater fit (i.e., similarity and complementary fit) and organizational attractiveness when presented with more contemporary OCE recruitment advertisements, as opposed to more traditional OCE recruitment advertisements. Across two studies, we find support for our hypotheses as well as provide insight into how complementary fit is playing an increasingly influential role for workers in a more mobile labor market. Our findings contribute to careers and person-organization fit literatures and provide practical recommendations for attracting mobile talent.

调查工人当代职业 (CC) 态度的研究表明，它们与理想的结果广泛相关。一个例外是组织流动偏好 (OMP)，它通常会产生不同的结果。学者们认为这可能是由于缺乏与个人背景的一致性，但对于背景因素（如组织提供的职业环境）如何影响 OMP 的结果或原因知之甚少。因此，在本研究中，我们利用人-组织拟合理论来探索组织职业环境（OCE）如何影响招聘过程中 OMP 的结果。我们建议组织可以通过招聘广告表明他们是否提供更传统或现代的职业道路。然后我们假设，与更传统的 OCE 招聘广告相比，具有更强 OMP 的求职者在看到更现代的 OCE 招聘广告时会感知到更大的契合度（即相似性和互补性契合度）和组织吸引力。在两项研究中，我们发现了对我们假设的支持，并提供了关于互补匹配如何在流动性更强的劳动力市场中对工人发挥越来越重要的影响的见解。我们的研究结果有助于职业和个人组织契合文献，并为吸引流动人才提供实用建议。在两项研究中，我们发现了对我们假设的支持，并提供了关于互补匹配如何在流动性更强的劳动力市场中对工人发挥越来越重要的影响的见解。我们的研究结果有助于职业和个人组织契合文献，并为吸引流动人才提供实用建议。在两项研究中，我们发现了对我们假设的支持，并提供了关于互补匹配如何在流动性更强的劳动力市场中对工人发挥越来越重要的影响的见解。我们的研究结果有助于职业和个人组织契合文献，并为吸引流动人才提供实用建议。