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J Appl Psychol. 2006 Jul;91(4):786-801.

The use of person-organization fit in employment decision making: an assessment of its criterion-related validity.

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  • 1Department of Psychology, Texas A&M University, College Station, TX 77843-4235, USA. wea@psyc.tamu.edu

Abstract

Because 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.

PMID:
16834506
DOI:
10.1037/0021-9010.91.4.786
[PubMed - indexed for MEDLINE]
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