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

研究成果: 雜誌貢獻期刊論文同行評審

39 引文 斯高帕斯(Scopus)

摘要

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.

原文???core.languages.en_GB???
頁(從 - 到)210-219
頁數10
期刊International Journal of Selection and Assessment
16
發行號3
DOIs
出版狀態已出版 - 9月 2008

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