Cognitive misfit of problem-solving style at work: A facet of person-organization fit
Cognitive misfit of problem-solving style at work: A facet of person-organization fit
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DOI：
10.1006/obhd.1996.0099
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发表时间：
1996-12-01
影响因子：
4.6
通讯作者：
Chan, D
中科院分区：
文献类型：
--
作者：
Chan, D
在Kirton(1976,1977)关于工作中问题解决风格的适应-创新理论的基础上，提出了认知失配的概念，并将其作为个人-组织匹配的一个可行维度。认知失配是指个体解决问题的认知风格与工作情境的风格要求之间的失配程度。本研究以253名工程师为样本，考察了认知失配、工作绩效和三年后实际离职之间的关系，这些工程师分别在员工工程部门和研发工程部门工作。员工职能和研发职能分别对应于以适应性风格需求为主的工作情境和以创新风格需求为主的工作情境。Logistic回归分析的结果表明，认知错配与工作绩效无关，但在预测实际离职方面比绩效提供的可预测性更具显著和实质性的递增有效性。从分析问题的层次和当前在选拔和组织行为研究中对个人-组织匹配的关注两个方面讨论了影响、限制和未来研究的方向。(C)1996年学术出版社。
Based on Kirton's Adaption-Innovation Theory (1976, 1977) of problem-solving style at work, the construct of cognitive misfit was developed and proposed as one viable facet of Person-Organization fit. Cognitive misfit refers to the degree of mismatch between an individual's cognitive style of problem solving and the style demands of the work context. Relationships among cognitive misfit, job performance, and actual individual turnover after 3 years were examined in a sample of 253 engineers in either a Staff engineering function or a Research and Development (R&D) engineering function. The Staff function and the R&D function corresponded to a work context predominant in adaptive-style demands and a work context predominant in innovative-style demands, respectively. Results from logistic regression analyses showed that cognitive misfit was uncorrelated with job performance, but provided significant and substantial incremental validity in predicting actual turnover over the predictability provided by performance. Implications, limitations, and directions for future research were discussed in terms of levels of analysis issues and the current focus on Person-Organization fit in selection and organizational behavior research. (C) 1996 Academic Press.