The DOI matches its Crossref record; 9 of the 9 references it cites were found in a registry or an index.
The use of person-organization fit in employment decision making: An assessment of its criterion-related validity.
Abstract
Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnover, compared with a stronger effect of .31 (k = 109, N = 108,328) for the more commonly studied relation between P-O fit and work attitudes. In contrast to the relations between P-O fit and work attitudes, the lower 95% credibility values for the job performance and turnover relations included zero. In addition, P-O fit's relations with job performance and turnover were partially mediated by work attitudes. Potential concerns pertaining to the use of P-O fit in employment decision making are discussed in light of these results.
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Cites
Methods of Meta-Analysis: Correcting Error and Bias in Research Findings
Schmidt, F. L., & Hunter, J. E. (2015) · doi:10.4135/9781483398105 · Cited by 5,542
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The convergent and discriminant validity of subjective fit perceptions.
Cable, D. M., & DeRue, D. S. (2002) · Journal of Applied Psychology · doi:10.1037/0021-9010.87.5.875 · Cited by 2,224
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Inference by Eye: Confidence Intervals and How to Read Pictures of Data.
Cumming, G., & Finch, S. (2005) · American Psychologist · doi:10.1037/0003-066x.60.2.170 · Cited by 1,449 · cited 1×
“The confidence interval reflects the extent to which sampling error remains in the effect size estimate (Whitener, 1990) and suggests the range of plausible values for the true effect size (Cumming & Finch, 2005).”
BackgroundTHEORY TESTING: COMBINING PSYCHOMETRIC META‐ANALYSIS AND STRUCTURAL EQUATIONS MODELING
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Cited by
Correlational effect size benchmarks
Bosco, F. A., Aguinis, H., Singh, K., Field, J. G., & Pierce, C. A. (2015) · Journal of Applied Psychology · doi:10.1037/a0038047 · Cited by 768
Greguras, G. J., & Diefendorff, J. M. (2009) · Journal of Applied Psychology · doi:10.1037/a0014068 · Cited by 722
VAN IDDEKINGE, C. H., & PLOYHART, R. E. (2008) · Personnel Psychology · doi:10.1111/j.1744-6570.2008.00133.x · Cited by 101
Nolan, K., Carter, N., & Dalal, D. (2016) · Personnel Assessment and Decisions · doi:10.25035/pad.2016.004 · Cited by 28
Metadata
- Authors
- Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D.
- Venue
- Journal of Applied Psychology
- Published
- 2006
- Volume
- 91
- Issue
- 4
- Pages
- 786-801
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2070977711
- Cited by
- 427
- References
- 9
- FWCI
- 22.42
- Type
- journal article
- Language
- en
- Open access
- closed
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- Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology. https://doi.org/10.1037/0021-9010.91.4.786
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Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
