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Selection for Fit
Annual Review of Organizational Psychology and Organizational Behavior ( IF 13.7 ) Pub Date : 2019-01-21 00:00:00 , DOI: 10.1146/annurev-orgpsych-012218-015028
Murray R. Barrick 1 , Laura Parks-Leduc 2
Affiliation  

We review person-organization fit theory and research on selection and recruitment, and also highlight practical recommendations. The article is framed around explaining how and why people who are well matched to their organization experience optimal psychological reactions and performance. We address five key challenges to person-organization fit research and provide a brief overview of the critical distinction between “fitting in” decisions linked to the attraction-selection-attrition (ASA) model and day-to-day forces linked to “doing well” at work. Additionally, we organize the “fit on” domain into a parsimonious set of fundamental motivational constructs, highlighting a taxonomic perspective that broadly captures the “fit on” purposeful work goals (e.g., achievement, autonomy, communion, and status; Barrick et al. 2013) to enhance our understanding as to the nature of the joint nonlinear person-organization effects. We conclude by reviewing research findings using this organizing framework to systematically build knowledge to advance theory, concluding with practical implications for best management practices.

中文翻译:


适合的选择

我们回顾了人与组织的契合理论以及关于选择和招聘的研究,并重点介绍了实用的建议。本文围绕解释与组织相称的人如何以及为什么体验最佳的心理反应和表现进行了围绕。我们解决了个人组织适应性研究的五个关键挑战,并简要概述了与吸引力选择减员(ASA)模型相关的“适应”决策与与“做得好”相关的日常力量之间的关键区别。 “ 在工作。此外,我们将“适应”领域组织成一套简约的基本动机构想,强调了一个分类学观点,广泛地涵盖了“适应”有目的的工作目标(例如成就,自主权,共融和地位; Barrick等人)。2013年),以加深我们对非线性人与组织联合效应的性质的理解。最后,我们使用此组织框架来审查研究结果,以系统地积累知识以推进理论发展,最后总结出对最佳管理实践的实际意义。

更新日期:2019-01-21
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