A meta-analysis of relations between person–organization fit and work attitudes
A meta-analysis of relations between person–organization fit and work attitudes
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DOI：
10.1016/s0001-8791(02)00036-2
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发表时间：
2003-12
影响因子：
11.1
通讯作者：
M. L. Verquer;T. Beehr;Stephen H. Wagner
中科院分区：
文献类型：
--
作者：
M. L. Verquer;T. Beehr;Stephen H. Wagner
本文对21项关于个人-组织匹配与工作满意度、组织承诺、离职意向关系的研究进行了元分析综述。调查了四个特定的调节变量：匹配测量的类型、计算匹配的方法、匹配的维度以及个人与组织匹配的既定测量的使用。结果变量的平均效应大小从离职意向的−.18到组织承诺的.28不等。主观匹配测量，使用相关性来计算匹配，将价值一致性作为匹配维度，并使用已建立的个人-组织匹配测量来增加效果大小。对未来人-组织匹配的研究提出了建议。
This article presents a meta-analytic review of 21 studies on relations of person–organization fit with job satisfaction, organizational commitment, and intent to turnover. Four specific moderators were investigated: the type of fit measure, method of calculating fit, dimensions of fit, and use of an established measure of person–organization fit. Mean effect sizes for the outcome variables ranged from −.18 for intent to turnover to .28 for organizational commitment. Subjective fit measures, the use of correlations to calculate fit, value congruence as the fit dimension, and the use of an established measure of person–organization fit increased effect sizes. Recommendations for future research on person–organization fit are suggested.