The congruence of actual and perceived person-organization fit

Research output: Contribution to journalArticleAcademicpeer-review

22 Citations (Scopus)

Abstract

Person-organization fit (P-O fit) is an important and often-researched variable, which sheds light on the way employees perceive their relationship with the organization they work for. In this study, two different assessments of P-O fit are compared, i.e. actual fit (an indirect measurement based on the comparison of organizational and personal values or characteristics) and perceived fit (a direct measurement involving employees' own estimations of their P-O fit). The four quadrants of the Competing Values Framework (CVF) are used to investigate which values have the strongest influence on employees' fit perceptions. In a polynomial regression analysis, the predictive power of the indirect fit measure on the direct fit measure is tested in a sample of two organizations (hospital n1 = 222; chemical plant n2 = 550). The results show that of the four CVF quadrants human relations values have the strongest predictive power for employees' fit perceptions and rational goal values contribute least. In the discussion section, special attention will be paid to the measurement of individual values as the results raise important methodological questions.
Original languageUndefined
Pages (from-to)1736-1747
JournalInternational journal of human resource management
Volume18
Issue number10
DOIs
Publication statusPublished - 2007

Keywords

  • IR-61612
  • Competing Values Framework
  • METIS-242296
  • value congruence
  • Person-organization fit

Cite this

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title = "The congruence of actual and perceived person-organization fit",
abstract = "Person-organization fit (P-O fit) is an important and often-researched variable, which sheds light on the way employees perceive their relationship with the organization they work for. In this study, two different assessments of P-O fit are compared, i.e. actual fit (an indirect measurement based on the comparison of organizational and personal values or characteristics) and perceived fit (a direct measurement involving employees' own estimations of their P-O fit). The four quadrants of the Competing Values Framework (CVF) are used to investigate which values have the strongest influence on employees' fit perceptions. In a polynomial regression analysis, the predictive power of the indirect fit measure on the direct fit measure is tested in a sample of two organizations (hospital n1 = 222; chemical plant n2 = 550). The results show that of the four CVF quadrants human relations values have the strongest predictive power for employees' fit perceptions and rational goal values contribute least. In the discussion section, special attention will be paid to the measurement of individual values as the results raise important methodological questions.",
keywords = "IR-61612, Competing Values Framework, METIS-242296, value congruence, Person-organization fit",
author = "{van Vuuren}, {Hubrecht A.} and Veldkamp, {Bernard P.} and {de Jong}, {Menno D.T.} and E.R. Seydel",
year = "2007",
doi = "10.1080/09585190701570908",
language = "Undefined",
volume = "18",
pages = "1736--1747",
journal = "International journal of human resource management",
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The congruence of actual and perceived person-organization fit. / van Vuuren, Hubrecht A.; Veldkamp, Bernard P.; de Jong, Menno D.T.; Seydel, E.R.

In: International journal of human resource management, Vol. 18, No. 10, 2007, p. 1736-1747.

Research output: Contribution to journalArticleAcademicpeer-review

TY - JOUR

T1 - The congruence of actual and perceived person-organization fit

AU - van Vuuren, Hubrecht A.

AU - Veldkamp, Bernard P.

AU - de Jong, Menno D.T.

AU - Seydel, E.R.

PY - 2007

Y1 - 2007

N2 - Person-organization fit (P-O fit) is an important and often-researched variable, which sheds light on the way employees perceive their relationship with the organization they work for. In this study, two different assessments of P-O fit are compared, i.e. actual fit (an indirect measurement based on the comparison of organizational and personal values or characteristics) and perceived fit (a direct measurement involving employees' own estimations of their P-O fit). The four quadrants of the Competing Values Framework (CVF) are used to investigate which values have the strongest influence on employees' fit perceptions. In a polynomial regression analysis, the predictive power of the indirect fit measure on the direct fit measure is tested in a sample of two organizations (hospital n1 = 222; chemical plant n2 = 550). The results show that of the four CVF quadrants human relations values have the strongest predictive power for employees' fit perceptions and rational goal values contribute least. In the discussion section, special attention will be paid to the measurement of individual values as the results raise important methodological questions.

AB - Person-organization fit (P-O fit) is an important and often-researched variable, which sheds light on the way employees perceive their relationship with the organization they work for. In this study, two different assessments of P-O fit are compared, i.e. actual fit (an indirect measurement based on the comparison of organizational and personal values or characteristics) and perceived fit (a direct measurement involving employees' own estimations of their P-O fit). The four quadrants of the Competing Values Framework (CVF) are used to investigate which values have the strongest influence on employees' fit perceptions. In a polynomial regression analysis, the predictive power of the indirect fit measure on the direct fit measure is tested in a sample of two organizations (hospital n1 = 222; chemical plant n2 = 550). The results show that of the four CVF quadrants human relations values have the strongest predictive power for employees' fit perceptions and rational goal values contribute least. In the discussion section, special attention will be paid to the measurement of individual values as the results raise important methodological questions.

KW - IR-61612

KW - Competing Values Framework

KW - METIS-242296

KW - value congruence

KW - Person-organization fit

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DO - 10.1080/09585190701570908

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