• J Appl Psychol · Sep 2007

    Person-organization fit and work-related attitudes and decisions: examining interactive effects with job fit and conscientiousness.

    • Christian J Resick, Boris B Baltes, and Cynthia Walker Shantz.
    • Department of Management, LeBow College of Business, Drexel University, Philadelphia, PA 19104, USA. christian.j.resick@drexel.edu
    • J Appl Psychol. 2007 Sep 1; 92 (5): 1446-55.

    AbstractThis study examined boundary conditions that surround the importance of perceived person-organization (P-O) fit for work-related attitudes and decisions. The authors hypothesized that P-O fit is more strongly related to satisfaction and job choice decisions when needs-supplies (N-S) job fit or demands-abilities (D-A) job fit is low, and that P-O fit is more strongly related to job choice decisions for highly conscientious individuals. Hypotheses were tested among 299 participants in a 12-week internship program. Results indicated that P-O fit was more strongly related to satisfaction when individuals experienced low N-S job fit. P-O fit was more strongly related to job choice intentions when individuals experienced low D-A job fit or were highly conscientious. Finally, P-O fit was related to job offer acceptance for highly conscientious individuals.(c) 2007 APA.

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