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PERSON-GROUP FIT IN ORGANIZATIONAL CONTEXT THEORETICAL PERSPECTIVE

Yıl 2018, , 699 - 730, 01.06.2018
https://doi.org/10.17130/ijmeb.2018343119

Öz

The importance of human that is a component of entellectual capital has increasingly gained importance. Therefore, an approach for solving human oriented issues has become to select the employees who congruent with their organizastion, group, job, and supervisor and to retain them. Besides, the number of project-based work in organizastions has increased and group-type work has remarkable significance. This type of organization cause formal structures to increase in number and type execpt for functional sub-units. In this context, the employees’ fit with their group is paid attention by academicians and professionals and fit or misfit with group leads to the individual, group, and organizational level effects. In this study, the dimenisons, antecedents, types, and effects of person-group fit are mentioned. Sub-dimensions are explained depending on operational dimensions of fit

Kaynakça

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  • Antonioni, D. & Park, H. (2001). The effects of personality similarity on peer ratings of contextual work behaviors. Personnel Psychology, 54, 331-60
  • Arıkan, S. (2009). Collective efficacy and organizational effectiveness: Antecedents and consequences (Yayımlanmamış Doktora Tezi). Marmara Üniversitesi.
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  • Autry, C. W. & Daugherty, P. J. (2003). Warehouse operations employees: linking person organization fit, job satisfaction and coping responses. Journal of Business Logistics, 24(1), 171-198
  • Barsade, SG, Ward, AJ, Turner, JDF, & Sonnenfeld, JA. (2000). To your heart’s content: A model of affective diversity in top management teams. Administrative Science Quarterly, 45 (4), 802-837
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  • Byrne, D. (1971). The attraction paradigm. New York, NY: Academic Press.
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  • Cable, D. M. ve Judge, T. A. (1997). Interviews perception of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546-561.
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  • Carless, S. A. (2005b). The influence of fit percptions, equal opportunity policies, and social support network on pre-entry police officer career commitment and intentions to remain. Journal of Criminal Justice, 33, 341-352
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ÖRGÜTSEL BAĞLAMDA KİŞİ-GRUP UYUMU KURAMSAL PERSPEKTİF

Yıl 2018, , 699 - 730, 01.06.2018
https://doi.org/10.17130/ijmeb.2018343119

Öz

Günümüzün artan rekabet şartlarında bir entelektüel sermaye bileşeni olan insanın önemi daha da artmış, insan odaklı sorunlara çözüm bulmada getirilecek bir yaklaşım ise kurumu, grubu, işi ve yöneticisi ile uyumlu işgöreni seçmek ve elde tutmak olmuştur. Bunun yanırısa, işletmelerde proje bazlı yürütülen işlerin yaygınlaşması grup çalışmalarını önemli hale getirmiş, proje türü organizasyon yapıları işletmelerde fonksiyonel alt birimlerin dışında formal yapıları sayı ve tür olarak arttırmıştır. Bu bağlamda çalışanların grupları ile uyumu önemli hale gelmekte, kuruma ve yapılan işe uyumun yanısıra grup ile olan uyum/uyumsuzluk bireysel, grup ve işletme düzeyinde olumlu/olumsuz etkileri beraberinde getirmektedir. Bu çalışmada kişi-grup uyumunun boyutları, belirleyicileri, türleri ve etkilerinden söz edilerek uyumun operasyonel tanımına bağlı olarak geliştirilen alt boyutlandırmalar açıklamıştır

Kaynakça

  • Adkins, C.L., Russel, C. J. & Werbel, J. D. (1994). Judgements of fit in the selection process: The role of work value congruence. Personnel Psychology, 47, 605-623
  • Adkins, C. L., Rawlin, E. C., Meglino, B. M. (1996). Value congruence between co-workers and its relationship to work outcomes, Group and Organization Management, 21 (4), 439-460
  • Ahmad, Kamarul Z. B. (2008). Relationship between leader-subordinate personality congruence and persormance and satisfaction in the U. K., Leadership & Organizational Development Journal, 29(5), 396-411
  • Antonioni, D. & Park, H. (2001). The effects of personality similarity on peer ratings of contextual work behaviors. Personnel Psychology, 54, 331-60
  • Arıkan, S. (2009). Collective efficacy and organizational effectiveness: Antecedents and consequences (Yayımlanmamış Doktora Tezi). Marmara Üniversitesi.
  • Ashforth, B.E. (1987). Organizations and the petty tyranny: An exploratory study. Paper presented at the annual meeting of the Academy of Management, New Orleans, LA.
  • Ashkanasy, N.M., & O’Connor, C. (1994). Value differences as a barrier in leader-member exchange: A multidimensional scaling analysis. Paper presented at the Academy of Management annual meeting, Dallas, TX
  • Atay, O. (2007). İşletmelerde doğal grupların iş tatmini üzerindeki etkileri ve bir uygulama (Yayımlanmamış Doktora Tezi). İnönü Üniversitesi.
  • Autry, C. W. & Daugherty, P. J. (2003). Warehouse operations employees: linking person organization fit, job satisfaction and coping responses. Journal of Business Logistics, 24(1), 171-198
  • Barsade, SG, Ward, AJ, Turner, JDF, & Sonnenfeld, JA. (2000). To your heart’s content: A model of affective diversity in top management teams. Administrative Science Quarterly, 45 (4), 802-837
  • Box G,. ve Draper NR. (2007). Response surfaces, mixtures, and ridge analyses. 2nd ed. New Jersey: John Wiley & Sons. ISBN: 978-0-470-05357-7
  • Byrne, D. (1971). The attraction paradigm. New York, NY: Academic Press.
  • Cable, D. M. & Judge, T. A. (1996). Person-Organization fit, job choice decisions, and organizational entry, Organizational Behavior and Human Decision Process, 67, 294-311
  • Cable, D. M. ve Judge, T. A. (1997). Interviews perception of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546-561.
  • Carless, S. A. (2005a). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: a longitudinal study, Journal of Occupational and Organizational Psychology, 78(3), 411-429
  • Carless, S. A. (2005b). The influence of fit percptions, equal opportunity policies, and social support network on pre-entry police officer career commitment and intentions to remain. Journal of Criminal Justice, 33, 341-352
  • Chatman, J. A. (1989). Improving interactional organizational research: A model of person- organization fit. Academy of Management Journal, 14(3) 333-349
  • Clore, G. L., & Byrne, D. (1974). A reinforcement-affect model of attraction. İçinde T. L. Huston (Ed.), Foundations of interpersonal attraction. New York: Academic Press.
  • Cooke, R.A & Rousseau, D, M. (1988). Behavioral norms and expectations: Aquantitave approach to the assessment of organizational culture. Group and Organizastion Studies, 13(3), 245-273.
  • Coşkun, G. (2007). The relationship between person-organization value fit and organizational commitment (Yayınlanmamış Yüksek Lisans Tezi). Marmara Üniversitesi.
  • Cox, T., (1993). Cultural diversity in organizations: Theory, research and practice. San Francisco: BerrettKoehler.
  • Çiçek, I. (2013). İş karakteristikleri, örgüt, grup ve ilişkisel demografi uyumumun çalışanlara yönelik etkileri (Yayımlanmamış Doktora Tezi). İstanbul Teknik Üniversitesi.
  • DelCampo, R. G. (2006). Influence of Culture Strength on Person-Organization fit and turnover. International Journal of Management, September, 23(3), Part 1, 465-471
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Toplam 124 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Research Article
Yazarlar

Işık Çiçek Bu kişi benim

İdil Evcimen Bu kişi benim

İsmail Hakkı Biçer Bu kişi benim

Yayımlanma Tarihi 1 Haziran 2018
Yayımlandığı Sayı Yıl 2018

Kaynak Göster

APA Çiçek, I., Evcimen, İ., & Biçer, İ. H. (2018). ÖRGÜTSEL BAĞLAMDA KİŞİ-GRUP UYUMU KURAMSAL PERSPEKTİF. Uluslararası Yönetim İktisat Ve İşletme Dergisi, 14(3), 699-730. https://doi.org/10.17130/ijmeb.2018343119