• Winfred Arthur, Suzanne T Bell, Anton J Villado, and Dennis Doverspike.
• Department of Psychology, Texas A&M University, College Station, TX 77843-4235, USA. wea@psyc.tamu.edu
• J Appl Psychol. 2006 Jul 1; 91 (4): 786-801.

AbstractBecause measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnover, compared with a stronger effect of .31 (k = 109, N = 108,328) for the more commonly studied relation between P-O fit and work attitudes. In contrast to the relations between P-O fit and work attitudes, the lower 95% credibility values for the job performance and turnover relations included zero. In addition, P-O fit's relations with job performance and turnover were partially mediated by work attitudes. Potential concerns pertaining to the use of P-O fit in employment decision making are discussed in light of these results.((c) 2006 APA, all rights reserved).

8 keywords...

hide…