The antecedent and consequence of person-organization fit: Ingratiation, similarity, hiring recommendations and job offer

Chun Hsi Vivian Chen, Hsu Mei Lee, Ying Jung Yvonne Yeh

Research output: Contribution to journalArticlepeer-review

37 Scopus citations

Abstract

This study investigates how the ingratiation and perceived similarity of a job applicant can affect the judgment of an interviewer in determining person-organization fit (P-O fit), hiring recommendations and the job offer during a job interview. Data were collected from 144 interviewers and 184 applicants from 28 companies in Taiwan. The results suggest that applicant ingratiation has a positive effect on an interviewer's perceived similarity with the applicant, and that this perceived similarity mediates the relationship between applicant ingratiation and the interviewer's judgment of the applicant's P-O fit. The results further suggest that the relationship between the interviewer's judgment of the applicant's P-O fit and the job offer is mediated by hiring recommendations. Implications and directions for future research are discussed.

Original languageEnglish
Pages (from-to)210-219
Number of pages10
JournalInternational Journal of Selection and Assessment
Volume16
Issue number3
DOIs
StatePublished - Sep 2008

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