A contingency perspective of the importance of PJ fit and PO fit in employee selection
A contingency perspective of the importance of PJ fit and PO fit in employee selection
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DOI：
10.1108/02683940710726384
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发表时间：
2007-02
影响因子：
3.2
通讯作者：
Tomoki Sekiguchi
中科院分区：
文献类型：
--
作者：
Tomoki Sekiguchi
目的--本文的目的是提出一个权变视角，描述个人-工作(PJ)匹配和个人-组织(PO)匹配作为雇佣不同类型员工的选择标准的相对重要性。设计/方法论/方法-借鉴心理契约理论、人力资本理论和国际-地方视角，提出关于PJ匹配和PO匹配在特定招聘情景下的相对重要性的命题。发现--本文提出的命题表明，当组织雇用员工以形成交易性心理契约、获取一般人力资本和/或归类为世界性员工时，PJ匹配将比PO匹配更重要。另一方面，当组织雇佣员工来形成关系心理契约、开发特定于企业的人力资本和/或可能成为本地化员工时，PO匹配将比PJ匹配更重要。研究限制/影响--FURT。
Purpose – The purpose of this paper is to propose a contingency perspective that describes the relative importance of person‐job (PJ) fit and person‐organization (PO) fit as selection criteria for hiring various types of employees.Design/methodology/approach – Drawing on the theories of psychological contracts, human capital and cosmopolitan‐local perspective, propositions are developed regarding the relative importance of PJ fit and PO fit in specific hiring situations.Findings – The propositions developed in this paper suggest that PJ fit will be more important than PO fit when organizations hire employees to form transactional psychological contracts, to obtain general human capital, and/or who are categorized as cosmopolitans. On the other hand, it is suggested that PO fit will be more important than PJ fit when organizations hire employees to form relational psychological contracts, to develop firm‐specific human capital, and/or who are likely to become locals.Research limitations/implications – Furt...