In recent years there has been growing interest in the concept of Person-Environment¡]P-E¡^Fit. Under the umbrella term of P-E fit, researchers have distinguished between specific types of fit¡GPerson-Organization¡]P-O¡^Fit and Person-Job¡]P-J¡^Fit . This study examines the employees¡¦ actual P-O fit and perceived P-J fit, and both types of fit as predictors of work passion, job satisfaction and turnover intention. The Q-sort approaches and the Organizational Culture Profile¡]OCP¡^adapted from Cable and Judge¡]1996¡^were used as the instrument for assessing Person-Organization fit. Furthermore, this paper examines the potential interaction between the P-O fit and the P-J fit. If such an interaction is significant , both types of fit can be a moderator for each other. Survey data collected from 277 employees of Taiwan Power Company are analyzed. The results show that: ¡]1¡^the person-organization fit calculated by correlating OCP1¡]characteristics of firms¡^ and OCP2¡]individual preferences for the characteristics of firms¡^ ranged from ¡V1 to 1¡]the¡©correlation coefficient¡ªis between -1 and 1 as expected¡^. ¡]2¡^Both P-O fit and P-J fit have positive impact on work passion and job satisfaction, respectively.¡]3¡^Both P-O fit and P-J fit have negative impact on turnover intention.¡]4¡^No significant interaction was found between the two types of fit and they are weakly related¡]r=.043¡^

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published_or_final_version / Educational Psychology / Master / Master of Social Sciences

This study documents an experience in which a small group of cognitively and developmentally disabled adults expressed their personal goals and views related to art museum visits. A review of literature related to disability studies, museum access and inclusive programs, art therapy, and person-centered thinking provide background and context. Case study and qualitative interviews are used as methodologies to support an investigation of the use of person-centered thinking in the implementation of art museum programming for the study participants. Person-centered thinking is considered and assessed as an approach to structuring meaningful collaborations between visitors with disabilities and art museums. Data collected in the forms of visual and written response, observation, and documentation of interviews inform the findings, discussion, and analysis of the study's research goals. The resulting case study may be used by museums to structure visits with similar groups. This study contributes to a growing body of knowledge pertaining to how museums can best collaborate with disabled populations to create inclusive programs.

Deictic shift theory (DST) was developed as a model of the construction and comprehension of all types of fictional narrative. With respect to the participant structures of texts, however, DST researchers have focused their attention on deictic shifts in third-person narratives, leaving first-person narratives unanalyzed from this theoretical perspective. As a result, DST in its present form does not adequately account for the variety of manipulations of a range of perspectives that may be achieved in first-person narratives. Nor has DST been systematically applied to texts whose participant structures undergo extensive reorganization as the result of a surprise ending or other narrative twist. By analyzing the deictic and referring expressions that create the participant structure of Chuck Palahniuks novel Fight Club, this thesis tests DSTs potential to account for authors and readers cognitive experiences of first-person narratives with plot twists. The analysis establishes a wider range of linguistic cues that may affect readers mental representations of characters. It identifies interactions between elements in the participant structure, including those that permit the representation of non-narrating characters subjective perspectives, as well as the linguistic features that enable these interactions. The thesis examines the effects of an authors violations of traditional narrative perspective constraints, and it underscores the importance, especially in DST-motivated analyses, of recognizing the potential for interplay between general narrative constraints and the narrative structure of a specific text. The thesis revises DSTs account of the nature and extent of deictic shifts in first-person narratives and describes the role deictic shifts play in fictional narratives that contain plot twists.

Organizacijų psichologijoje vis labiau domimasi asmens – darbo aplinkos darna ir atsiranda vis daugiau empirinių studijų, patvirtinančių teigiamą jos reikšmę individui ir organizacijai. Vis dėlto, kai kurios šios darnos formos sulaukė labai mažai tyrėjų dėmesio, duomenys apie jas ir jų ryšius su kitomis darnos formomis ar kitais kintamaisiais labai negausūs ir kai kuriais atvejais prieštaringi. Šiuo darbu siekėme išanalizuoti ryšius tarp asmens – profesijos ir asmens – organizacijos darnos bei panagrinėti šių darnos formų sąsajas su darbuotojų pasitenkinimu darbu ir ketinimais palikti organizaciją. Tuo tikslu naudotos kelios metodikos: Lietuviškas profesinių interesų klausimynas (LPIK); Organizacinės kultūros profilis (OCP); Minesotos pasitenkinimo darbu klausimynas; šio darbo autorės sukurtas ketinimų palikti organizaciją klausimynas. Tyrime dalyvavo 147 darbuotojai iš keturių skirtinga veikla užsiimančių Vilniaus organizacijų. Iš jų – 78 vyrai ir 69 moterys. Tiriamųjų amžiaus vidurkis 31,8 metai. Šiuo tyrimu ryšys tarp dviejų nagrinėtų darnos formų nustatytas nebuvo. Visgi, mūsų darbas atskleidė, kad individui ir organizacijai svarbu tiek tinkamas asmens profesijos, tiek tinkamos organizacijos pasirinkimas. Nustatėme, kad ir asmens - profesijos, ir asmens - organizacijos darna yra teigiamai susijusios su darbuotojų pasitenkinimu darbu. Be to, asmens - organizacijos darna yra neigiamai susijusi su darbuotojų ketinimais palikti organizaciją. Ryšys tarp asmens - profesijos... [toliau žr. visą tekstą] / Organizational psychologists pay more and more attention to person – work environment fit and there are more and more studies proving positive value of this fit to individual and organizational outcomes. However, this is the lack of research about some of the fit types and the findings about their relationships with other types of fit or outcomes are spare and in some cases inconsistent. The purpose of this study was to explore the relationships between person - vocation and person - organization fit and their association with employee‘s job satisfaction and intentions to leave the organization. In this research we used methods: Vocational interests questionnaire (LPIK); Organizational culture profile (OCP); Minesota satisfaction questionnaire; the questionnaire drawn up by the author of this paper to evaluate employees‘ intentions to leave the organization. 147 employees from four different types of organizations took part in this research. By gender there were 78 man and 69 women. The average age of participants was 31,8 years. The relation between person – vocation and person organization fit was not established in this study. Our work disclosed that it is very important for individual and organization, person to find the right vocation and also to find the right organization. Results show, that person - vocation and person – organization fit were both positive related with employee’s job satisfaction. Moreover, person - organization fit was negative associated with... [to full text]

The present study has made a comparative assessment of recruitment source effectiveness. The study is based on the pre-hire measures of the quantity and quality of applicants, with a specific focus on e-recruitment. A nine year longitudinal study was employed over a period of pre-internet and post-internet use by a large organisation which enabled the exploration of changes in applicant data. Recruitment source effects were assessed through two perspectives: applicant and organisational. The relationship between source and applicant was explored in terms of key job and organisational attributes communicated to attract quality applicants, and their subsequent intention to pursue the job. The research was designed with two studies to capture the two perspectives. Applicant perspectives were assessed through the distribution of a survey to real applicants of the organisation. Organisational perspectives were captured through interviews with Human Resource Practitioners of eight mid- to large-size organisations. Results indicated that the quality of applicants generated by e-recruitment is equivalent to or less than that of other sources, therefore it is not the most effective recruitment source. Furthermore, recruitment sources had some effect on applicant intentions to pursue the job, but this relationship was not mediated by applicant perspectives. In terms of source information, job attributes were considered more important than organisational attributes in attracting quality applicants from both perspectives. Overall, the research has provided evidence to support the need for organisations to develop a recruitment strategy which incorporates a diverse range of sources to reach quality applicants in the desired target market.

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