Abstract This article brings together some themes in organizational behavior: (1) the application of ¡§Q-sorts¡¨ approaches to assessing person-organization culture fit. (2) Analysis of interaction in no-turnover intention with person-organization culture fit. (3) Analyses of interaction in no-turnover intention with organization commitment and job satisfaction. Using data from employees of Chinese Petroleum Corporation in Taiwan. We used an instrument for assessing person-organization culture fit. The instrument is Organizational Culture Profile (OCP). Results indicated that no-turnover intention was predicted by person-organization culture fit, Organization commitment and job satisfaction, And also by their demographic similarity of age, curriculum, job position, family etc. But have negative relationship with educational level. Finally, results suggested the top management of CPC. They can create some good culture for competition in business, than manage most employees of CPC keeping in low turnover intention by good level of person-organization culture fit.

A lot of scholars has researched on the ¡§Person-Organization fit¡¨ for the general concept discussion, but most of P-O fit focus on the goal, value, culture of organization if it can attract some different kinds of persons and affect the choice of selecting job. The study wants to further research on when the P-O fit candidate enters in the company, whether the organizational commitment will interference with self-monitoring and perceived organizational support or not. For High-Tech industry plays most important role of economics grows; therefore, the study is focus on the newcomer of High-Tech industry to research if the self-monitoring and perceived organizational support affects P-O fit on organizational commitment or not and hope it may help companies enhance the competition ability. There are two main purposes of this study; one is to understand the effect of P-O fit on organizational commitment, another is to understand the interference effect with self-monitoring and perceived organizational support on P-O fit and organization commitment. The study is using the 25 items of P-O fit questionnaire which simplified by Ke-Wei Wu(2008), choosing the newcomer of High-Tech industry to be test sample, the total number of issuing questionnaire are 160, the number of retrieve are 138(the retrieve rate is 86.25%), and the number of valid are 132. The study uses the correlation and regression analysis of SPSS to examine, finding out the result of¡G 1.Self-monitoring has negative interference effect with P-O fit on retention commitment; it means the level of self-monitoring will interference the level of P-O fit on retention commitment. 2.Perceived organizational support has no positive interference effect with P-O fit on organizational commitment; it means the level of P-O fit on organizational commitment will not interference with the perceived organizational support.

The purpose of this study was to investigate the relationship between college students' social class and their academic outcomes. A structural equation model was proposed, hypothesizing that a student's socioeconomic status (SES) is related to their motives for attending college, thus influencing their perception of fit at the university, their satisfaction with the university, their academic self-efficacy, and their grades, attendance, and likelihood for retention.. The results from a sample of 500 undergraduate students show that overall, the hypothesized model was a borderline good fit of the data. While SES was negatively related to interdependent motives for attending college, it was not related to independent motives for college. Independent motives for attending college were positively related to perceptions of fit at the university, while interdependent motives were not. Finally, fit at the university was positively related to satisfaction, which was related to intention for retention, class attendance, and academic self-efficacy. Academic self-efficacy was significantly related to students' grade point average. These results suggest that students from low SES backgrounds are more interdependent. Further, those who are more independent feel a greater sense of fit with the university and are more likely to be satisfied, express commitment to continuing at the university, and attend their classes. These results provide support for a proposition that higher education institutions should value students who have different types of motives and to consider what is communicated to students through programs and expectations that are focused on independent values.

Uppsatsen ämnar identifiera vilka egenskaper som upplevs vara önskvärda i ett arbete samt om dessa varierar mellan olika grupper i samhället. Vidare studeras i vilken mån önskvärda egenskaper tillgodoses i arbetet och på vilket sätt matchning mellan önskemål och verklighet påverkar arbetstillfredsställelsen. Datamaterialet som ligger till grund för uppsatsen har inom ramen för International Social Survey Programme (ISSP) insamlats 2016 via en enkätundersökning gällande åsikter om jobb och arbetslivet. Resultaten visar att samtliga önskvärda egenskaper som studeras upplevs vara viktiga, samtidigt som vissa skillnader över vad som värderas högt återfinns mellan bland annat kön, ålder och sektor. Vidare visas att önskemål som realiseras i arbetet ökar arbetstillfredsställelsen. Framförallt är ett intressant och självständigt arbete viktigt för att känna sig nöjd.

The hospitality industry continuously seeks to recruit available talents from a variety of sources in order to provide uniquely satisfying services to customers. This has become a more challenging task with companies expanding their business into markets where cultures are dissimilar to those of the US, and the customers are more diversified. Although various studies have discussed different aspects of recruitment, they have not examined the relationship between recruitment messages and cultural difference extensively. Additionally, the current understanding with regard to person-organization (PO) fit perception is limited as well. This study aims to investigate the influence of context orientation, which is defined as the level of information explicitness in the transmitted communications (Hall, 1977), on job seekers' preference for recruitment messages, PO fit, and job application intention. Measurement items were developed based on a review of the literature. Using a paper-based questionnaire, a total of 350 college students majoring in hospitality and tourism management from three universities located in US and Taiwan, were sampled. Factor analysis was employed to identify the underlying structure among measurement items. Overall, eleven factors were extracted: six factors measured context orientation, three factors measured recruitment messages preference, and two factors measured PO fit. Structural equation modeling and multiple regression analysis were then incorporated to examine proposed relationships between constructs. Results from the statistical analysis indicated the relationships between context orientation, preferences for recruitment messages, PO fit, and job application intention were all positively related. Additionally, individuals who exhibited the qualities of low-context orientation were found more likely to prefer recruitment messages that incorporated a higher level of detail, precision, and directness. However, the proposed theoretical model was validated with the US group only. This study did not find support with the Taiwan group and with both groups combined. The findings provided some insight into the study of recruitment in the hospitality industry and its relationship with cultural differences. Further, the managerial implications were explored and a discussion of both the limitations of and suggestion for future research were discussed. / Ph. D.

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Syfte: Syftet med denna studie är att belysa chefens roll i förhållande till personalomsättning inom en säljande organisation, utifrån dimensioner av person-environment fit och role stress.   Metod: Utifrån studiens syfte har en kvalitativ metod använts. Data har samlats in genom semistrukturerade intervjuer. Materialet har analyserats och redovisats med hjälp av well-grounded theory.   Resultat & slutsats: Denna studie visar på chefers förståelse för vikten av att personer de anställer ska passa in i yrket och organisationen. De rekryterar främst efter personlighet och möjlighet att passa in i gruppen. Chefernas synsätt skiljer sig gällande överbelastning och stress. Det är svårt med gränsdragningen mellan privatliv och yrkesroll.   Förslag till fortsatt forskning: En intressant utgångspunkt för framtida forskning kan vara att jämföra om chefers uppfattning av de dimensioner vi undersökt överensstämmer med hur de anställda upplever dem.   Uppsatsens bidrag: Studien belyser dimensioner som påvisats ha samband med personalomsättning. Vi bidrar med chefens roll utifrån dessa, till skillnad från tidigare forskning som utgått från anställdas perspektiv.   Nyckelord: Personalomsättning, person-job fit, person-organization fit, role overload. / Aim: The aim of this study is to highlight the manager’s role related to turnover within a selling organization, by dimensions of person-environment fit and role stress.   Method: A qualitative method has been used, based on the aim of this study. Data has been collected through semi structured interviews. The empirical data has been analyzed and presented using the well-grounded theory.   Result & Conclusions: This study shows the managers understanding of the importance to hire people which fit both the job and the organization. They mainly hire people based on their personality and how they fit within the group. However, their vision is different regarding the role overload and stress. Managers have a hard time to draw a line between the private life and work.   Suggestions for future research: An interesting starting-point for future research could be to compare if the managers perception of our dimensions is consistent with the perceptions of the employees.   Contribution of the thesis: This study highlights dimensions, which have a significant relation to employee turnover. Our contribution is the manager’s perspective of these dimensions, compared to prior research, which has the employee’s perspective.   Key words: Employee turnover, person-job fit, person-organization fit, role overload.

SYFTE: För att bidra med vidare förståelse kring vad som attraherar framtida arbetskraft på en konkurrensutsatt arbetsmarknad är syftet med uppsatsen att utreda hur Corporate social responsibility påverkar arbetsgivarvarumärket och således attraktionskraften hos företag. TEORI: Corporate social responsibility (CSR) har tidigare visat sig vara en starkt bidragande faktor till attraktivitet hos företag. I denna studie utgår uppsatsförfattarna ifrån att CSR är en integrerad del i företags Employer branding som i sin tur påverkar individers värderingar kopplade till företaget och i slutändan hur attraktivt individen upplever företaget som eventuell arbetsgivare. Person-organisation fit teorin används för att koppla ihop värderingar och attraktivitet. METOD: Studien nyttjade en kvantitativ metod där data samlades in med hjälp av en enkätundersökning som fylldes i online av gymnasiestudenter samt en dokumentstudie där företags hållbarhetskommunikation analyserades. Enkätstudien nyttjade ett snöbollsurval och besvarades av 91 respondenter. Empirin analyserades med hjälp av programmet SPSS för att fastställa det empiriska underlaget. RESULTAT: Resultatet i vår studie tyder på att alla tre dimensioner av CSR bidrar till organisatorisk attraktivitet. Samtidigt som det finns skillnader mellan dimensionerna, där den sociala dimensionen visar sig vara den som den undersökta åldersgruppen värderar högst och den miljömässiga dimensionen den som värderas lägst. Det indikeras alltså att organisationer bör anpassa sin hållbarhetskommunikation och lägga fokus på den social och ekonomiska dimensionen framför den ekologiska om de vill attrahera individer från gymnasiet. / PURPOSE: In order to contribute to further understanding of what attracts future workforce in a competitive labor market, the purpose of the thesis is to investigate how corporate social responsibility affects the employer brand and thus the attractiveness of companies. THEORY: Corporate social responsibility (CSR) has previously proven to be a major contributing factor to the attractiveness of companies. So, in this study, we assume that CSR is an integral part of corporate Employer branding which in turn influences individuals' valuation linked to the company and ultimately how attractive the individual experiences the company as a potential employer. Person-organization fit theory is used to connect values and attractiveness. METHOD: The study used a quantitative method where data was collected with the help of a survey that was completed online by high school students and a document study in which corporate sustainability communication was analyzed. The survey used a snowballselection and was answered by 91 respondents. The data was analyzed using the SPSS program to determine the empirical basis. FINDINGS: The results of our study indicate that all three dimensions of CSR contribute to organizational attractiveness. At the same time, there are differences between the dimensions, where the social dimension turns out to be the one that the age group examined values the highest and the ecological dimension the one that is the lowest value. Thus, it is indicated that organizations should adapt their sustainability communication and focus on the social and economic dimension rather than the ecological if they want to attract individuals from high school.

Problem  Following the expanded competition when it comes to attraction and retention of skilled workers, hence white-collar workers, organizations need to better adapt to the rapid changes in the labor market. Due to the lack of knowledge about the recent Generation Z and their perceptions and values regarding work, the Person-Organization (P-O) fit has been applied in order to gain a deeper knowledge of what attracts and retains individuals of Generation Z, in order for companies to better meet their needs.   Purpose Due to the lack of research done on Generation Z, the purpose of this study is to gain a greater understanding of the values and perceptions of Generation Z and how they operate in the white-collar business sector. Moreover, this creates a greater insight for organizations in order to help them better target the right talent pool and gain a greater understanding of Generation Z that has come to change the labor market.   Method In order to gain a greater knowledge and insight about Generation Z, a qualitative study has been performed to better understand the perception of this Generation. In-depth interviews have been conducted with Generation Z that have or are currently operating in the white-collar business sector in order to meet the purpose of this study. Semi-structured interviews were conducted in order to allow for a fruitful discussion of their values and perceptions and the likely impacts they consider when joining an organization.   Conclusion Generation Z indicated that certain aspects are to consider in the decision-making process of applying or taking a job. Indeed, their own values, beliefs and work-personal life matter to a great extent and is to be matched with the company. This study comes to the result of six determined factors influencing this decision-making process: small enterprises, flexibility trust and freedom, work/private life environmental factors, organizations values/ethics, do what they love, digital natives.

Corporate social responsibility (CSR) is an expanding trend as more organizations have adopted various CSR policies. Due to this, CSR has been a growing topic in Business and Psychology research, especially on the micro-level of CSR’s effects on individual employee outcomes. In this study, we proposed a new sub-dimension of Person-Organization (P-O) fit, such that there’s a Person-CSR (P-CSR) fit: the perceived congruence between an individuals’ values with an organization’s CSR initiatives. We predicted that P-CSR fit would explain additional variance over and beyond P-O fit for organizational outcomes: organizational commitment, organizational identity, job satisfaction, and organizational citizenship behaviors. Further, we predicted the relationship between P-CSR fit and these organizational outcomes would be moderated by the individual’s social responsibility values. Using a sample of 230 participants, who worked for their current organization for an average of 2.92 years and an average of 35.10 hours per week, results of this study consistently found P-CSR fit to capture additional variance over and beyond P-O fit. However, this study did not find the predicted moderating relationships. This study provides important implications for organizations that do not have CSR established, organizations that have CSR but do not make it known, and organizations that have CSR that are not proactive nor reflective of their industry.