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What is the result of favorable employee perceptions of person–organization fit?
What is the result of favorable employee perceptions of person–organization fit?
What is the relationship between person–job fit and job satisfaction?
What is the relationship between person–job fit and job satisfaction?
What is the primary goal of recruitment and selection processes in relation to fit?
What is the primary goal of recruitment and selection processes in relation to fit?
What type of fit is associated with intentions to remain with the organization?
What type of fit is associated with intentions to remain with the organization?
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What is the result of poor person–organization fit?
What is the result of poor person–organization fit?
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What is the difference in the effects of rational fit between individualistic and collectivistic cultures?
What is the difference in the effects of rational fit between individualistic and collectivistic cultures?
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What is the term used to describe person–job and person–organization fit?
What is the term used to describe person–job and person–organization fit?
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What is the result of favorable employee perceptions of person–job fit?
What is the result of favorable employee perceptions of person–job fit?
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What is the primary goal of achieving a good person–environment fit?
What is the primary goal of achieving a good person–environment fit?
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According to the theory, what is a major factor that influences the amount of stress a worker feels?
According to the theory, what is a major factor that influences the amount of stress a worker feels?
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Which of the following is a consequence of a poor fit between a person and the environment?
Which of the following is a consequence of a poor fit between a person and the environment?
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What is the primary benefit of a good person–job fit?
What is the primary benefit of a good person–job fit?
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Who found that a poor fit between a person and the environment was frequently associated with increased strains?
Who found that a poor fit between a person and the environment was frequently associated with increased strains?
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What is the outcome of a good person–environment fit for poorly performing employees?
What is the outcome of a good person–environment fit for poorly performing employees?
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What is the concept that emphasizes the importance of matching a person's skills and abilities with the job requirements?
What is the concept that emphasizes the importance of matching a person's skills and abilities with the job requirements?
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Which of the following researchers did not formally emphasize perception in their model?
Which of the following researchers did not formally emphasize perception in their model?
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What is the main difference between an “active” job and a “low-strain” job?
What is the main difference between an “active” job and a “low-strain” job?
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Which type of job is characterized by high psychological demands and low control?
Which type of job is characterized by high psychological demands and low control?
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What is a key factor in the demand-control model that affects job satisfaction?
What is a key factor in the demand-control model that affects job satisfaction?
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According to the demand-control model, which type of job is most likely to lead to burnout?
According to the demand-control model, which type of job is most likely to lead to burnout?
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What is the main advantage of designing jobs that allow workers to have control over decisions, resources, or skills?
What is the main advantage of designing jobs that allow workers to have control over decisions, resources, or skills?
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What is the main finding of the study by Ganster, Fox, and Dwyer (2001) on the demand-control model?
What is the main finding of the study by Ganster, Fox, and Dwyer (2001) on the demand-control model?
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What is the main goal of the demand-control model in job design?
What is the main goal of the demand-control model in job design?
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Which type of job is characterized by low psychological demands and low control?
Which type of job is characterized by low psychological demands and low control?
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Study Notes
Person-Organization (P-O) Fit
- Perceptions of poor person-organization fit are associated with higher levels of stress, job dissatisfaction, and intentions to quit one's job.
- Favorable employee perceptions of person-organization fit correlate positively with intentions to remain with the organization and actual turnover.
Person-Job Fit
- Favorable employee perceptions of person-job fit correlate positively with job satisfaction and organizational commitment, but negatively with stress.
Impact of Fit on Work Outcomes
- Different types of fit have an influence on a variety of work outcomes, highlighting the importance of ensuring employees fit well in their jobs and have the necessary skills.
Recruitment and Selection Processes
- Fit can be increased through recruitment and selection processes that help applicants and those doing the hiring assess the likelihood that candidates will fit well in the job and organization.
Person-Environment Fit
- A good person-environment fit occurs when a person's skills and abilities match the requirements of the job and work environment.
- The amount of stress a worker feels is influenced by perceptions of the demands made by the environment and by perceptions of their capability to deal with those demands.
Consequences of Poor Fit
- A poor fit between a person and the environment is frequently associated with increased strains, including stress, depression, and physical health problems.
- Poorly performing employees who suffer from misfit are more likely to experience depression and physical health problems than high-performing employees.
Demand-Control Model
- The demand-control model suggests that jobs with high demands and low control can lead to high levels of stress and strain.
- Jobs with high demands and high control can be beneficial for workers, as they allow them to participate actively in leisure activities and have control over decisions and resources.
- The demand-control model has been applied to various samples, including nurses, and has been found to be a significant predictor of workload demands and personal control.
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Description
This quiz explores the concept of person-organization fit, including its effects on stress, job satisfaction, and employee turnover. It covers research on how perceptions of fit influence employee intentions and behavior.
