In order to enhance newcomers' retention and performance, the present study explored the moderating roles of mentoring and newcomers' personality (conscientiousness and emotional stability) on the relationships between newcomers' perceived person-job fit, (P-J fit) person-organization fit (P-O fit) and their task performance and turnover intentions. The data was collected from newcomers who have passed probation with their organizational tenure less than one year. In total, 198 usable questionnaires were collected from 20 firms in Taiwan. The present study applied the hierarchical regression analysis to test our hypotheses. The results showed that: (1) when mentoring relationship is low, the positive relationship between newcomer P-J fit and task performance is strengthened; (2) when conscientiousness and emotional stability are high, the negative relationship between newcomers P-O fit and turnover intentions is strengthened; (3) the interaction between newcomer P-J fit and P-O fit is positively related to task performance. Based on our findings, we proposed several practical implications as below: (1) organizations should pay attention to newcomers¡¦ P-J, P-O fit, and their socialization processes; (2) using selection tools to hire newcomers with high conscientiousness and emotional stability; (3) organizations should apply different socialization practice for newcomers with different attributes.

Syftet med studien var att undersöka om person-organization fit påverkar arbetstillfredsställelse. Vidare var syftet också att undersöka om kön och ålder påverkar person-organization fit och arbetstillfredsställelse. P-O fit är kongruensen mellan individens och organisationens mål eller värderingar. P-O fit är en faktor som påverkar arbetstillfredsställelse. Undersökningen utfördes genom en enkät som delades på sociala medier med totalt 106 respondenter mellan åldrarna 21 till 69. Alla deltagarna arbetade minst deltid upp till heltid. Enkäten baserades på Minnesota Satisfaction Questionnaire (MSQ) ochPerson-Organization Fit Scale (POFS). Resultatet visade att både P-O fit och ålder korrelerar med arbetstillfredsställelse. Vidare visade resultatet att män upplever högre skattad arbetstillfredsställelse. P-O fit är därför en viktig faktor som influerar den anställda att nå en hög arbetstillfredsställelse, eftersom en anställd vill arbeta på en organisation som är i samma linje som ens egna värderingar. Genom att uppleva hög arbetstillfredsställelse ökar även flexibiliteten vilket vidare bidrar till mer effektivt arbete från arbetstagaren. / The purpose of the study was to investigate whether person-organization fit affects job satisfaction. Furthermore, the purpose was also to investigate whether gender and age affect person-organization fit and job satisfaction. P-O fit is the congruence between the individual's or the organization's goals or values. P-O fit is a factor that affects work satisfaction. The survey was constructed and shared on social media with a total of 106 respondents between the ages of 21 to 69. All participants worked at least part-time with most full-time. The survey was based on the Minnesota Satisfaction Questionnaire (MSQ) and the Person-Organization Fit Scale (POFS). The result showed that both P-O fit and age correlate with job satisfaction. Furthermore, the results showed that men experience higher estimated work satisfaction. P-O fit is therefore an important factor that influences the employee to achieve a high level of job satisfaction, since an employee wants to work at an organization that is in the same line as one's own values. By experiencing high job satisfaction, flexibility also increases, which further contributes to more efficient work on the part of the employee.

Syfte: Studien ska bidra med insikter kring hur ett externt rekryteringsföretag förhåller sig till organisationskultur och därmed den kulturella matchningen mellan organisation och kandidat.Teoretiskt perspektiv: Till grund för tolkning och analys av insamlade data ligger Schein och Scheins (2017) modell för undersökning av organisationskultur. I modellen beskrivs tre nivåer av organisationskultur: artefakter, delad tro och värderingar samt underliggande antaganden. Dessa analyseras och tolkas i sin tur utifrån tolv observerbara faktorer och uttryck av organisationskultur. Metod: En fallstudie har genomförts på ett svenskt rekryteringsföretag med hjälp av kvalitativa, semistrukturerade intervjuer. Studien har haft en iterativ ansats, där den teoretiska referensramen har utvecklats under processens gång. Empiri: I en typisk rekryteringsprocess önskar fallföretaget identifiera en matchning mellan kund och kandidat, där kundens förväntningar på kandidaten och beskrivna organisationskultur, ska överensstämma med kandidatens kompetens, erfarenhet, värderingar och egenskaper. Insamlad empiri tyder dock på att fallföretaget saknar en gemensam definition av begreppet organisationskultur och dess innehåll, varpå undersökning, tolkning och bedömning av kundens organisationskultur sker subjektivt av rekryteringskonsulter. Fallföretaget förlitar sig på kundens beskrivning av organisationskultur, utan att söka bekräftelse för dess praktiska verklighetsförankring, medan kandidatens egenskaper, värderingar etc., söks bekräftas eller dementeras genom intervjuer och referenser. Slutsats: Studien visar på att fallföretaget går miste om essentiella insikter och inte skapar en fullständig förståelse för kundens organisationskultur. I förlängningen leder detta till att de tre entiteterna inblandade i rekryteringsprocessen, kund, kandidat och konsult, inte skapar en överensstämmande, heltäckande förståelse för den praktiska verkligheten av organisationskulturen. Därmed har studien identifierat brister i den kulturella matchningen mellan organisation och individ.

Previous researches about the Person-Environment Fit were mainly based on the points of view of Person-Organization Fit and Person-Job Fit. Researches based on the points of view of Person-Supervisor Fit (P-S Fit) and Person-Workgroup Fit (P-G Fit) was less made. But nowadays, more and more companies adopt team approach for the organization of the main mold of operation. How to establish a harmonious group and enhance group¡¦s and individual performance becomes an important issue. The main purpose of this research is base on Fit Theory to examine Person-Supervisor Fit and Person-Workgroup Fit between crew, their supervisor and their coworker in every flight. In this study, Person-Supervisor Fit and Person-Workgroup Fit were defined as independent variables; role performance, job satisfaction and perceived support were defined as dependent variables. The relationship between independent and dependent variable are deeply discussed. There are 136 pairs of questionnaires surveyed by employees and their supervisors. Supervisor Leadership Profile (SLP) and Workgroup Characteristics Profile (WCP) were reduced to 16 of 25 statements as Q ranking items, and Q methodology was applied for measuring P-S Fit and P-W Fit. Regression analysis was used to further explore the dependent variable on the independent variable's influence. The result indicate that¡GFirst, employee with high P-G Fit, has more job satisfaction, the correlation between P-G Fit and job satisfaction is significant; second, employee with high P-S Fit, has more perceived supervisor support, the correlation between P-S Fit and perceived supervisor support is significant; third, employee with high P-G Fit, has more perceived coworker support, the correlation between P-G Fit and perceived coworker support is weak significant. This research further represents the direction of future research and practical meaning of management.

The presented master thesis is an exploratory, multiple case study that analyzes the recruitment practices and their respective processes in five family firms located in the Southern part of Germany. A strong HR function inside a company is necessary to stay competitive in the market and survive in the long-run. Hereby recruitment is an important field of research because firms depend on their employees who are ultimately the vital factor in running a successful business. Recruitment is an ongoing process in a dynamic business world and a very crucial responsibility of HRM inside the organization. Especially due to the strong family involvement, commitment to the localities, overlap between financial and nonfinancial goals, and a deeply ingrained business culture based on the family founders’ values, establishing an effective recruitment process is even more important in family than in nonfamily firms. Thus, this study aims at exploring and researching individual characteristics associated with the recruitment practices and tries to display the main influencing factors in the recruitment process of the studied firms. Through analyzing secondary and primary data collected with the help of semi-structured interviews, the authors were able to gather insightful data from CEOs and HR representatives in order to draw comprehensive conclusions regarding how suitable employees are recruited in family firms. The results show that the person-organization (P-O) fit is a main component which family firms try to assess in their applicants. Personality and the fit to the respective business culture, apart from the actual skill-set, is an additional requirement for being recruited. Through various recruitment channels, strategies, and assessments the family firms try to use the construct of familiness to their advantage and benefit.

Numerous research studies have concluded that values drive perceptions, responses to situations, judgments, interactions among people, and behaviors. In addition, studies have found that congruence or agreement between individual values and organizational values can increase job satisfaction and commitment. Minimal research has explored the concept of value congruence between substance abuse counselors and their treatment settings, and its impact on perceived ethical work behaviors and organizational commitment. This study explored how the extent of fit between individual and organizational values impacts ethical work behaviors and organizational commitment of substance abuse counselors.

Conflict resolution research has resided at both the individual and group level for the many years. However, recent findings have provided evidence for the existence of conflict resolution strategies at the cultural level. As these recent findings indicate, the existence of such resolution styles at that macro level can have great implications on organizational outcomes. Therefore, the first goal of this study was to examine if these conflict resolution cultures would predict outcomes such as job satisfaction, organizational commitment, and psychological withdrawal behavior. Similarly, research on P-O fit has also provided some very interesting insights into employee behavior and attitudes. Given the idiosyncratic nature of conflict resolution and the recent findings mentioned in the previous paragraph, the second goal of this study was to examine if perceptions of congruence between an individual’s resolution style and the organization’s resolution style would affect job satisfaction, organizational commitment, and psychological withdrawal behavior. Finally, it was determined that perceptions of resolution (i.e. was the conflict constructively resolved) would be an appropriate and rather informative mediating variable for the relationships proposed above. Data was collected using a web-based survey software, which garnered 212 participants for the analysis. Evidence was found to support a majority of the proposed hypotheses. All three-conflict resolution cultures (collaborative, dominant, and avoidant) predicted the outcome variables in the directions consistent with both logic and the literature. Similarly, perceptions of resolution did mediate six of the nine proposed relationships between the resolution cultures and the outcome variables. Two of these mediation analyses were not conducted due to an insignificant initial bivariate correlation. Support was also found for all three proposed direct effects between perceptions of congruence and the proposed outcome variables. Finally, perceptions of resolution mediated the relationship between perceptions of congruence and all three-outcome variables. Again, the directions of these findings were consistent with both logic and the literature. Both the theoretical and practical implications, as well as the limitations with this study will be discussed.

Knowledge has been recognized as an important resource that should be carefully managed in order to enhance organizational competitiveness. Therefore, it is important to manage knowledge resources that have been learned and stored in organizations. Several scholars in the public administration literature have examined whether public service motivation (PSM) can help employees share their knowledge in ways that contribute to the effective functioning of public organizations. However, the mechanisms by which PSM influences individuals’ propensity to share knowledge have not been clarified by past research. Against this background, at first, this study contributes to understanding the relationship between PSM and knowledge sharing by applying self-determination theory with a logical insight of the intrinsic knowledge sharing motivation process. This study also examined that relationship by testing three competing psychological mechanisms based on person-environment (P-E) fit theory: (1) person-group (P-G) fit, (2) person-job (P-J) fit, and (3) person-supervisor (P-S) fit. The research questions for this study are as follows: Do individuals with higher levels of PSM have a higher propensity toward knowledge sharing? Does the congruence between employees and their work environment increase employees’ knowledge sharing behavior? Do PSM-driven employees have higher willingness to fit in the work environment? Does P-E fit theory help explain the causal relationship between PSM and knowledge sharing? Based on primary data of 1,094 occupationally diverse employees working in 33 local governments in South Korea, the current study found that caution should be exercised when making claims regarding the effects of PSM on individuals’ propensity to share knowledge and that greater emphasis should be placed on ways public sector organizations can foster P-G fit and P-J fit. However, this study also found that the relationship between PSM and knowledge sharing is not mediated by the extent to which employees perceive that their values are congruent with those of their supervisors. Keywords: public service motivation (PSM), person-environment fit (P-E fit), person-group fit (P-G fit), person-job fit (P-J fit), person-supervisor fit (P-S fit), knowledge sharing

This study examines the fit between students’ interests and their academic choices at different stages of their college careers. Using image theory (Beach, 1990) as an integrated theory of person-vocation fit, this investigation focuses on the stability of academic fit during college and the relationship between fit with academic choice and fit with occupational choice. Participants, 257 students in their final year at Rice University, responded to questions about their interests as well as factors that may influence their career choices, such as parental support, work centrality, career efficacy, and employment potential. Results showed that students tend to improve their fit with their academic major during their first four semesters. And, students tend to maintain or improve their fit when they select their first occupation after college. Of the factors considered to influence career choices, work centrality, or the importance one places on work, moderated the relationship between academic and occupational fit.

The present study investigates whether employees¡¦ personality traits and job characteristics influence their job involvement in M company. Using 163 samples, we found that the interaction of employees¡¦ personality traits and job characteristics, influence their job involvement. In addition, employees¡¦ personality traits and job characteristics have no significant influence on job involvement. The factors that affect the job involvement not only the two can separate cover. Enterprises should pay attention to employees¡¦ personality traits and job characteristics fit, making the employees in their suitable job. Employees have a high degree of job involvement will bring more benefits for organization.