Open source software (OSS) projects represent an alternate form of software production by relying primarily on voluntary contributions. Despite the immense success of several mainstream OSS projects such as Mozilla, Linux, and Apache, a vast majority of such projects fail to sustain their development due to high levels of developer turnover. While existing research in the area has offered a ric...

Participant turnover in open source software development is a critical problem. Using Schneider’s (1987) Attraction Selection and Attrition Framework and the notion of PersonOrganization fit, we hypothesize about the relationship between a participant's fit with an open source project and turnover. Specifically we predict that value fit, needs-supplies fit and demandsabilities fit between a par...

The present study investigated the degree to which pay preferences influenced job search decisions in both hypothetical and actual organizations, and the degree to which preferences for particular compensation attributes depended on job seekers' dispositional characteristics. Based on prior theory and research, we hypothesized that certain pay systems generally would be preferred by job seekers...

This study investigates the mechanisms that explain why person–organization (PO) fit impacts organizational attraction. Adopting Edwards and Cable’s (2009) approach, an integrative model is developed around the idea that experiencing value congruence during the recruitment process perpetuates certain expectations about future work environments and employer relationships. These expectations in t...

This article examines the influence of social networks and value congruence on turnover intention among public and nonprofit employees. We argue that employees exist in social networks inside and outside their organization, and these networks shape employee attitudes and behavior. To illustrate this theory, we use turnover intention. A strong and positive intraorganizational social network char...

Regulatory fit theory predicts that when individuals adopt strategies that sustain their motivational orientations, they feel right about what is happening. Our aim was to test these predictions at the person-organization level. Across three studies, we expected and found that a feeling right experience that results from a match between an employee and an organizational climate produces percept...