The study divides Person-Job fit into 3 fits: Demand-Ability fit, Value-Supply fit and Self-concept-Job fit. These three fits are independent variables. Job safety, pay satisfaction and job satisfaction are dependent variables. The study tests that the impact of the three independent variables being on the three dependent variables.The results of the study are as following: 1. The correlations of variables (1)There is a significant positive relation between D-A fit and job safety (2)V-S fit has a significant positive relation among job safety, paysatisfaction and job satisfaction. (3)SC-J fit has a significant positive relation with SC-J fit, job safety,pay satisfaction and job satisfaction 2. The impact of three fits on job safety, pay satisfaction and job satisfaction (1)D-A fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction (2)V-S fit has the greatest impact on pay satisfaction; the second greatest impact on job safety; the least on job safety. (3)SC-J fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction.

In this dissertation I will present and test a model linking actual applicant-interviewer demographic, human capital, and cultural capital similarity to an interviewer??s recommendation to hire. Actual similarity is proposed to influence an interviewer??s perceptions of similarity with an applicant. These perceptions, in turn, lead to the interviewer??s perceptions of the applicant??s Person-Organization (PO) fit and the applicant??s Person-Job (PJ) fit. Two main mechanisms are proposed to mediate the relationship between an interviewer??s perceptions of similarity and an interviewer??s perceptions of an applicant??s fit: liking and negative behavioral expectations. Lastly, both an interviewer??s PO and PJ fit perceptions of an applicant are posited to influence the interviewer??s recommendation to hire. A total of 118 interviewer-applicant dyads contacted through the Career Center Office at a University located in the southwestern United States participated in the study. Results partially support the model. An interviewer??s perceptions of similarity with an applicant are positively related to an interviewer??s fit evaluations. An interviewer??s negative behavioral expectations of an applicant mediate this relationship. Furthermore, perceived similarity is positively related to an interviewer??s liking of an applicant. In turn, liking is positively related to an interviewer??s PO fit perceptions. However, liking does not function as a mediator between perceived similarity and fit evaluations. Finally, fit evaluations are positively related to hiring recommendations. I discuss the main implications of the study as well as strengths, limitations, and future research.

In this dissertation I will present and test a model linking actual applicant-interviewer demographic, human capital, and cultural capital similarity to an interviewer??s recommendation to hire. Actual similarity is proposed to influence an interviewer??s perceptions of similarity with an applicant. These perceptions, in turn, lead to the interviewer??s perceptions of the applicant??s Person-Organization (PO) fit and the applicant??s Person-Job (PJ) fit. Two main mechanisms are proposed to mediate the relationship between an interviewer??s perceptions of similarity and an interviewer??s perceptions of an applicant??s fit: liking and negative behavioral expectations. Lastly, both an interviewer??s PO and PJ fit perceptions of an applicant are posited to influence the interviewer??s recommendation to hire. A total of 118 interviewer-applicant dyads contacted through the Career Center Office at a University located in the southwestern United States participated in the study. Results partially support the model. An interviewer??s perceptions of similarity with an applicant are positively related to an interviewer??s fit evaluations. An interviewer??s negative behavioral expectations of an applicant mediate this relationship. Furthermore, perceived similarity is positively related to an interviewer??s liking of an applicant. In turn, liking is positively related to an interviewer??s PO fit perceptions. However, liking does not function as a mediator between perceived similarity and fit evaluations. Finally, fit evaluations are positively related to hiring recommendations. I discuss the main implications of the study as well as strengths, limitations, and future research.

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Each year, teachers apply and interview for posted positions. Yet little is known about what draws certain teachers to given positions or populations of students. This study aimed to determine the extent to which Manitoba teachers consider their fit with the student population when applying for postings, the characteristics of teacher-student fit as perceived by teachers and students, and ultimately if there is a difference in student success rates when teacher-student fit is taken into consideration. Using case study methodology, teachers and students were interviewed. Results from this study indicate that fit with students is not a primary factor in guiding application decisions. Both personal and professional characteristics arose as significant qualities and traits that teachers should possess to provide the most encompassing education to students. Three levels of fit emerged in this study: Characteristics required for student engagement, for relationship development, and for the implementation of culturally relevant teaching. / October 2015

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Thesis (Ph. D.)--University of Washington, 2006. / Vita. Includes bibliographical references (p. 129-131).

abstract: The Pearson and likelihood ratio statistics are commonly used to test goodness-of-fit for models applied to data from a multinomial distribution. When data are from a table formed by cross-classification of a large number of variables, the common statistics may have low power and inaccurate Type I error level due to sparseness in the cells of the table. The GFfit statistic can be used to examine model fit in subtables. It is proposed to assess model fit by using a new version of GFfit statistic based on orthogonal components of Pearson chi-square as a diagnostic to examine the fit on two-way subtables. However, due to variables with a large number of categories and small sample size, even the GFfit statistic may have low power and inaccurate Type I error level due to sparseness in the two-way subtable. In this dissertation, the theoretical power and empirical power of the GFfit statistic are studied. A method based on subsets of orthogonal components for the GFfit statistic on the subtables is developed to improve the performance of the GFfit statistic. Simulation results for power and type I error rate for several different cases along with comparisons to other diagnostics are presented. / Dissertation/Thesis / Doctoral Dissertation Statistics 2017

Prof. L. Lombard Prof. M.C. Koen

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