This article identified an evaluation index system of person-organization fit for enterprise manager on the basis of investigation and data analysis. And then we applied the Analytic Hierarchy Process, comprehensive index, clustering analysis and other comprehensive evaluation methods to evaluate and analyze a particular enterprise’s managers on person-organization fit

OBJECTIVES The study has aimed to identify the relations between the supplementary person-organization fit (P-O fit) and the perceived stress among managerial staff, with special regard to the mediating role of the effort-reward balance. MATERIAL AND METHODS The study sample consisted of 715 middle-level managers, aged 25-64 years old, employed in large companies. To measure the selected vari...

We investigate the effects of organizational culture and personal values on performance under individual and team contest incentives. We develop a model of regard for others and in-group favoritism that predicts interaction effects between organizational values and personal values in contest games. These predictions are tested in a computerized lab experiment with exogenous control of both orga...

This paper integrates the concepts of person–environment (PE) fit and social capital and examines the social dynamics of organizational newcomers’ development of fit with their new environment in the light of national cultural variations. Specifically, we present a conceptual framework that illustrates how newcomers fit in with their work environment in terms of person–job (PJ) and person–organ...

A plethora of research has extolled the benefits public service motivation (PSM) in organizations. However, much less empirical attention focused on its relationship to work stress. Even though it been theorized that high levels PSM causes individuals be more resilient stressful environments, failed provide support. Only one study conducted which revealed is directly associated with job stress ...

This study examined whether employees develop perceptions about 3 different types of fit: person-organization fit, needs-supplies fit, and demands-abilities fit. Confirmatory factor analyses of data from 2 different samples strongly suggested that employees differentiate between these 3 types of fit. Furthermore, results from a longitudinal design of 187 managers supported both the convergent a...