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Schneider's Attraction-Selection-Attrition cycle (ASA; Schneider, 1987) is one of the most influential models in the person-organisation (P-0) fit literature. The main idea in this framework is that organisations attract, select, and retain those people who share their values. Schneider (1987) argues that this cycle creates homogeneity in the type of people employed by the organisation. He predicts that over time this homogeneity is dysfunctional for organisations as they become increasingly ingrown and resistant to change. The first part of this study contains a literature review. These chapters position Schneider's ASA cycle within the wider P-0 fit literature and review the studies that have considered features of the cycle. In brief summary, these studies have found the predicted homogeneity of values amongst organisational employees. The attrition phase of the cycle has received much research attention and researchers have demonstrated the attrition effect with people who do not share the values of organisations leaving them. In contrast, the attraction and selection phases of the cycle have received much less attention and there have been no direct tests of these propositions. The main study, which is reported in the third part of this thesis, is a direct test of Schneider's attraction and selection propositions. The results reject Schneider's attraction proposition that organisations attract people who share their values. However, the results suggest that the value congruence between people is more influential than the value congruence between people and environments in predicting selection outcomes. To enable these direct tests to be conducted a new instrument was developed that allows for the capture of work values in a format suitable for the calculation of fit with a geographically remote and distant set of respondents. The development and testing of this instrument is described in the five chapters in the second part of this thesis.

Studying the fit between employees and their organisations and the individual and organisational outcomes of this congruence has been an interesting topic for researchers over the past decades. However, the literature does not adequately address how this fit affects other organisational attitudes – in particular organisational commitment. In this study, a theory on the mechanism by which employees’ perception of person-organisation values fit impacts their affective organisational commitment and how this is impacted by their perceptions of the psychological climate is offered. Moreover, the study contributes to the literature through applying the Latent Congruence Model (LCM) developed by Cheung (2009a). Accordingly, all the hypotheses that pertain to values congruence, psychological climate and affective organisational commitment are simultaneously tested, controlling for the measurement errors. This SEM approach could be a useful analysis tool, especially as we know that, according to the simulation study of Cheung and Lau (2008), the bias in regression coefficients due to measurement error using path analysis may exceed 16% on average. Therefore, studying congruence under the frame of SEM in turn increases the accuracy and the significance of the congruence-related studies. The study was conducted in an Egyptian medium-sized textile organisation (N = 223). The results of the study supported the hypotheses that there would be positive relationships between affective organisational commitment and both perceived person-organisation values fit and psychological climate. Moreover, perceived person-organisation values fit demonstrated a positive impact on psychological climate. Importantly, psychological climate mediated the relationship between perceived person-organisation values fit and affective organisational commitment. The implications of these findings and directions for future research are discussed.

The purpose of the research was to determine whether measures of ability, personality and behaviour would significantly predict job performance of customer service agents in a South African commercial airline company. The Verbal Interpretation Test (VCC1), Numerical Reasoning Test (NP6.1), Basic Checking Test (CP7.1C), Occupational Personality Questionnaire (OPQ32) and a competency based interview were completed by job applicants. Customer Contact Competency (CCC) scores and a Person Job Match (PJM) score were derived from the OPQ32 and ability measures to ensure job relevance during selection assessment. Job performance statistics in the form of training scores and supervisor ratings (from performance appraisals and criterion questionnaires) were obtained for the sample as criterion data. Correlations revealed statistically significant small to moderate correlations between the predictors and the criterion data / Industrial & Organisational Psychology / M.Com (Industrial & Organisational Psychology)

The purpose of the research was to determine whether measures of ability, personality and behaviour would significantly predict job performance of customer service agents in a South African commercial airline company. The Verbal Interpretation Test (VCC1), Numerical Reasoning Test (NP6.1), Basic Checking Test (CP7.1C), Occupational Personality Questionnaire (OPQ32) and a competency based interview were completed by job applicants. Customer Contact Competency (CCC) scores and a Person Job Match (PJM) score were derived from the OPQ32 and ability measures to ensure job relevance during selection assessment. Job performance statistics in the form of training scores and supervisor ratings (from performance appraisals and criterion questionnaires) were obtained for the sample as criterion data. Correlations revealed statistically significant small to moderate correlations between the predictors and the criterion data / Industrial and Organisational Psychology / M.Com. (Industrial & Organisational Psychology)