PERSON-GROUP FIT IN ORGANIZATIONAL CONTEXT THEORETICAL PERSPECTIVE

Yıl 2018, Cilt: 14 Sayı: 3, 699 - 730, 01.06.2018

Işık Çiçek İdil Evcimen İsmail Hakkı Biçer

https://doi.org/10.17130/ijmeb.2018343119

Cited By: 4

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

Anahtar Kelimeler

Fit, Group, Supplemantry, Complemantary

ÖRGÜTSEL BAĞLAMDA KİŞİ-GRUP UYUMU KURAMSAL PERSPEKTİF

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

Anahtar Kelimeler

Uyum, Grup, Benzerlik, Tamamlayıcılık

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
• Edwards, J. R. & Cooper, C. L. (1990). The person-environment fit approach to stress: Recurring problems and some suggestions. Journal Of Organizational Behavior, 11, 293-307
• Edwards, J. R. (1991). Person-Job Fit: A conceptual integration, literature review and methodological critique. İçinde C. L. Cooper & I. T. Robertson (Eds.) International review of industrial ana organizational psychology (pp.283-357), New York: John Wiles and Sons
• Edwards, J. R. & Parry, M. E. (1993). On the use of polynomial regression equations as an alternative to differences scores in organizational research. Academy of Management Journal, 36, 1577-1613
• Edwards, J. R. (1994). The study of congruence in organizational behavior research: Critique and proposed alternative. Organizational Behavior and Human Decision Process, 58, 51-100
• Elfenbein, Hillary A. & O’Reilly III, Charles A. (2007). Fitting in: The effeccts of relational demography and person-culture fit on group process and performance. Group & Organization Management, 32(1), 109-142
• Esty, K.; Griffin, R., & Hirsch, M.S. (1995). Workplace diversity: A Manager’s guide to solving problems and turning diversity into a competitive advantage. Adams Media Corporation: Avon, Massachusetts
• Evans, G. R. & Dion, K. L. (1991). Group cohesion and performance: A meta- analysis. Small Group Research, 22, 175-186
• Ferris, G.R., Youngblood, S.A., & Yates, V.L. (1985). Personality, training performance, and withdrawal: A test of the person-group fit hypothesis for organizational newcomers. Journal of Vocational Behavior, 27, 377-388
• Fraga Doran, E. (1996). The effect of person-organization culture fit on employee organizational commitment and employee internal work motivation (Unpublished Master Thesis). California State University.
• Friedman, H. S., Tucker, J. S., Tomlinson-Keasey, C., Schwartz, J. E., Wingard, D. L., & Criqui, M. H. (1993). Does childhood personality predict longevity? Journal of Personality and Social Psychology, 65, 176 –185
• Graves, L. M. & Powell, G. N. (1995). The effect of sex similarity on recruiter’s evaluations of actual applicants: A test of the similarity-attraction paradigm. Personnel Psychology, 48, 85-98
• Greene- Shotridge, Tiffany M. (2008). Proximal and longitudinal outcomes of personenvironment fit: A positive psychological approach (Unpublished Doctoral Thesis). Clemson University.
• Guliyev, R. (2010). The relationship between person- supervisor fit and organizational commitment. İzmir, 1-87: COHE. Thesis Center data base (Thesis No. 261535).
• Güneşer, A. B. (2007). The effect of person-organization fit on organizational commitment and work engagement: The role of person-supervisor fit, yayımlanmamış doktora tezi, Marmara Üniversitesi
• Harrison, D. A., Price, K. H., & Bell, M. (1998). Beyond relational demography: Time and the effects of surface-and deep diversity on work group cohesion. Academy of Management Journal, 41 (1), 96-107
• Heider, F. (1944). Social perception and phenomenal causality. Psychology Review, 51, 358- 374.
• Heider, F. (1946). Attitudes and cognitive organization. Journal of Psychology, 21, 107-112
• Hobman, E. V., Bordia, P., & Gallois, C. (2003). Consequences of feeling dissimilar from others in a work team. Journal of Business and Psychology, 17, 301-325
• Hoffman, B. & Woehr, D. J. (2006). A quantitative review of the relationship between person- organization fit and behavioral outcomes. Journal of Vocational Behavior, 68, 389-399
• Hofstede, G. & M. H. Bond (1988). The confucius connection: From cultural roots to economic growth. Organizational Dynamics 16(4), 5-21
• James, L. R. , Joyce, W. F. , & Slocum, J. W (1988). Organizations do not cognize. Academy of Management Review, 13(1), 129-132
• Jansen, Karen J. & Kristof-Brown, A. (2006). Toward a multidimensional theory of person- environment fit. Journal of Managerial Issues, 18(2), 193-212
• Joshi, A. (2006). The influence of organizational demography on the external networking behavior of teams. Academy Of Management Review, 31(3), 583-595
• Kağıtçibasi, Ç. (1996). The autonomous-relationalself: A new synthesis. European Psychologist, 1(3), 180-186.
• Kağıtçıbaşı, Ç. (1988). İnsan ve insanlar, Evrim Basım Yayın, İstanbul.
• Kağıtçıbaşı, Ç. (1999). Yeni İnsan ve İnsanlar (10. Basım). İstanbul: Evrim Yayınevi.
• Karakum, M. (2005). The effects of person-organization fit on employee job satisfaction, performance, and organizational commitment in a Turkish public organization (Yayımlanmamış Yüksek Lisans Tezi). Orta Doğu Teknik Üniversitesi.
• Kennedy, M. (2005). An integrative investigation of person-vocation fit, person-organization fit, and person-job fit perceptions (Yayımlanmamış Doktora Tezi). University of North Texas, USA.
• Kidwell, R. E., Jr., & Bennett, N. (1993). Employee propensity to withhold effort: A conceptual model to intersect three avenues of research. Academy of Management Review, 18, 429– 456.
• Krishnan, V.R. (2002). Transformational leadership and value system congruence. International, Journal of Value-based Management, 15(1), 19-33
• Kristof, A.L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
• Kristof-Brown A, Stevens CK. (2001). Goal congruence in project teams: Does the fit between members personal mastery and perforamance goals matter? Journal Of Applied Psychology, 86, 1083-1095
• Kristof-Brown, Amy L., Zimmerman, Ryan D., & Johnson, Eric N. (2005). Consequences of inidividual’s fit at work: A meta analysis of person-job, person-organization, person- group, and person-supervisor fit. Personnel Psychology, 58, 281-342
• Kozlowski, S. W. J., & Klein, K. J. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes. İçinde K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research and methods in organizations: Foundations, extensions, and new directions (sf. 3-90). San Francisco, CA:Jossey-Bass.
• Lau, D. C., & Murnighan, J. K. (1998). Demographic diversity and faultlines: The compositional dynamics of organizational groups. Academy of Management Review, 2, 325-340
• Lawler, E. E. (1994). From job based to competency based organizations. Journal Of Organizational Behaviour, 15, 3-15
• Maden, C. (2010). Person-environment fit, social Exchange relationships, and employee outcomes in organizations (Yayımlanmamış Doktora Tezi). Boğaziçi Üniversitesi.
• Mannix, E. & Neale, M. A. (2005). What differences make a difference: the promise and reality of diverse teams in organization. Psychological Science in the Public Interest 6(2), 31-55
• Maurer, Steven D. (2006). Using situational interviews to assess enginerering applicant fit to work group, job, and organizational requirements. Engineering Management Journal, 18(3), 27-33
• McCulloch, M.C & Turban, D.B. (2007), Using person–organization fit to select employees for high turnover jobs. International Journal of Selection and Assessment, 15(1), 63-71.
• McDonald, P. R. (1993). Individual-organizational value congruence: Operationalization and consequents, School of Business Administration, University of Western, Unpublished Doctoral Dissertation
• Meglino, B. M., Ravlin, E. C. , & Adkins. C. L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74, 424-432
• Meglino, B. M., Rawlin, E. C., & Adkins, C. L. (1991). Value congruence and satisfaction with a leader. An examination of the role of interaction, Human Relations, 44(5), 481
• Meir, E. I., Hadas, C., & Noyfeld, M. (1997). Person-environment fit in small army units. Journal of Career Assessment, 5, 21-29
• Metzler, Vicki L. (2005). Organizational culture: finding the right fit, unpublished doctoral thesis, Templete University
• Morley, M. J. (2007). Person-organization fit. Journal Of Managerial Psychology, 22(2), 109- 117
• Muchinsky, P. M. & Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31, 268-277
• Newcomb, T. M. (1953). An approach to the study of communicative acts. Psychological Review, 60, 393–404
• Newcomb, T. M. (1961). The acquaintance process. New York: Holt, Rinehart & Winston.
• O’Reilly, C., Chatman, J. A., & Caldwell, D.F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit, Academy of Management Journal, 34(3), 487-516
• Ostroff, C. & Routhausen, T. (1997). The moderating effect of tenure in person-environment fit: A field study of educational organizations. Journal of Organizational and Occupational Psychology, 70, 173-188
• Ostroff. C., Shin, Y. & Kinicki, A. (2005). Multiple perspectives of congruence: relationships between value congruence and employee attitudes, Journal of Organizational Behaviour, 26(6), 591-623
• Ott, J.S. (1989), The organizational culture perspective, BrooksCole: Pacific Grove, CA.
• Patsfall, M. R. & Feimer, N. R. (1985). The role of person-environment fit. İçinde H. J. Bernardin, D. A. Bownas (Eds.), Job performance and satisfaction personality assessment in organizations. (sf: 53-81). New York: Prager.
• Phillips, A. S., & Bedeian, A. G. (1994). Leader-follower exchange quality: The role of personal and interpersonal attributes. Academy of Management Journal, 37, 990- 1001.
• Posner, B. Z., Schmidt, W. H., & Kouzes, J. M. (1985). Shared values make A difference: An empirical test of corporate culture. Human Resource Management, 24 (3), 293-310
• Rentsch, J. R. & McEwen, A. H. (2002). Comparing personality characteristics, values, goals as antecedents of organizational attractiveness. International Journal of Selection and Assessment, 10(3), September, 225-234
• Riordan, C. (2000). Relational demography within groups: Past developments, contradictions, and new directions. Research in Personnel and Human Resource Management, 19, 131- 174
• Rosenbaum, M. E. (1986). The repulsion hypothesis: On the nondevelopment of relationships. Journal of Personality and Social Psychology, 51, 1156-1166
• Rousseau, D. M. (1990). New hire perception of their own and their employer’s obligations: A study of psychlogical contracts. Journal of Organizational Behavior, 11, 389-400
• Saavedra, R., Earley, P. C., & Van Dyne, L. (1993). Complex interdependence in task performing groups. Journal Of Applied Psychology, 78, 1, 61-72
• Sağnak, M. (2004). Örgütlerde değerler yönünden birey örgüt uyumu ve sonuçları. Kuram ve Uygulamada Eğitim Yönetimi Dergisi, 37, 72-95
• Scanlon, B. K. & Keys, B. (1983). Management and organizational behavior. New York: John Wiley and Sons
• Schaubroeck J. & Lam, S. S. K. (2002). How similarity to peers ans supervisor influences organizational advancement in different cultures. Academy of Management Journal. 45(6), 1120-36
• Schein, E. H. (1991). Organizational Culture. American Psychologist, 45 (2), 109-119
• Schein, E. (1992). Organizational culture and leadership. Jossey-Bass, San Francisco, CA
• Schoon, H. (2008). Person-supervisor fit: Implications for organizastional stress, organizational commitment, and job satisfaction (Yayımlanmamış Yüksek Lisans Tezi). Clemson University.
• Schneider, B. & Reicher, A.E. (1983). On the etology of climates, Personnel Psychology, 36: 19-37.
• Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
• Schuerger, J.M., Ekeberg, S.E., & Kustis, G.A. (1994), 16 PF scores and machine operators performance, Perceptual and Motor Skills, 79, 1426.
• Senger, J. (1971). Managers perceptions of subordinates competence as a function of personal value orientation. Academy of Management Journal, 14, 415-423
• Sezgin, F. (2006), İlköğretim okulu öğretmenlerinin birey- örgüt değer uyumuna ilişkin algıları, Kuram ve Uygulamada Eğitim Yönetimi, 48: 557-583
• Shrout, P., & Fleiss, J. (1979). Intraclass correlations: Uses in assessing rater reliability. Psychological Bulletin, 86 (2), 420-428
• Shin, Y. (2005). The effect of perceived team person-environment fit on team performance in Korean Firms: An examination of mediating and moderating effects, (doctoral thesis), Columbia University
• Siehl, C. & Martin, J. (1984), The role of symbolic management: how can managers effectively transmit organizational culture?, İçinde Hunt, J.G., Hosking, D.M., Schriesheim, C.A. & Stewart, R. (Eds), Leaders and Managers: International Perspectives on Managerial Behavior and Leadership, Pergamon, New York, NY, (sf: 227-69).
• Sikula, A. F. (1973). The values and value systems of government executives. Public Personnel Management 25, 16-22.
• Slocombe, T.E. & Bluedorn, A.C. (1999), Organizational behavior implications of the congruence between preferred polychronicity and experienced work-unit polychronicity’, Journal of Organizational Behavior, 20(1), 75-99.
• Staples, D.S. & Zhao, L. (2006), The effects of cultural diversity in virtual teams versus face to face teams, Group Decision and Negotiation, 15(4), 389-406
• Sürgevil, O. (2008). Farklılık kavramına ve farklılıkların yönetimine temel oluşturan sosyo- psikolojik kuramlar. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11(220), 111-124
• Triandis, H. C. (1959). Cognitive Similarity and interpersonal communication in industry. Journal of Applied Psychology, 43, 321-326
• Triandis, H. C. (1960). Cognitive Similarity and communication in dyad, Human Relations, 13, 2-20
• Trice, H. M., & Beyer, J. M. (1991). Cultural leadership in organizations. Organization Science, 2, 149-169.
• Trice, H. M. & Beyer, J.M. (1993). The culture of work organizations. Englewood Cliffs, Prentice Hall
• Tsui, A.S., Egan, T.D., & O’Reilly III, C.A. (1992). Being different: Relational demography and organizational attachment, Administrative Science Quarterly, 37(4), 549-579
• Turban, D. B. & Dougherty, T. W. (1994). Role of protégé personality in receipt of mentoring and career success. Academy of Management Journal, 37, 688-702
• Tziner, A. & Kopelman, R. E. (1988). Effects of rating format on goal-setting dimensions: A field experiment. Journal of Applied Psychology, 73, 323-326.
• Valentine, S., Godkin, L., & Lucero, M. (2002). Ethical context, organizational commitment, and person-organization fit. Journal of Business Ethics, 41(4), 349-360
• Van Maanen, John, (1975). Breaking in: A consideration of organizational socialization, İçinde Robert Dubin (Ed.), Handbook of Work, Organization, and Society. Chicago: Rand- McNally, 407-418.
• Vancouer, J. B., Millsap. R. E., & Peters, P, A, (1994). Multilevel analysis of organizational goal congruence, Journal of Applied Psychology, 79, 666-679
• Van Vianen, A. E. M (2000). Person-organization fit: the match between newcomers and recruiters preferences for organizational cultures. Personnel Psychology, 53(1),113-149
• Vandenberghe, C. (1999). Organizational culture, person-culture fit, and turnover: A replication in the health care industry. Journal of Organizational Behavior, 20, 175- 184.
• Verquer, M, L. (2002). Fitting in at work: A comparison of the relationships between person- organization fit and person-group fit with work attitudes, yayımlanmamış doktora tezi, Central Michigan University.
• Wageman, R. (1995). Interdepence and group effectiveness, Administrative Science Quarterly, 40 (1), 145-180
• Warren, T. R. (1996). P-O fit and organizational outcomes, yayımlanmamış doktora tezi, Georgio Institute of Technology
• Werbel, J. D. & Gilliland, S.W. (1999). Person-environment fit in selection process. İçinde G. R. Ferris, (Ed), Research in Personnel and Human Resources Management, 7, 209-243, Stamford C.T.: JAI Press
• Werbel, J. D. & Johnson, D. J. (2001), The use of person-group fit for employment selection: A missing link in person-environment fit , Human Resource Management, Fall, 40(3), 227-240
• Whitman, D. S., Van Rooy, D. L., & Viswesvaran, C. (2010). Satisfaction, citizenship behaviors, and performance in work units: A meta-analysis of collective construct relations, 63, 41- 81
• Wingreen, S. C. & Blanton, J. E. (2007). A social cognitive interpretation of person-organization fitting, the maintenance and development of professional technical competency, Human Resource Management, 46(4), 631-650
• Witt, L. A. (1998). Enhancing organizational goal congruence: A solution to organizational politics , Journal of Applied Psychology, 83(4), Aug, 666-674
• Yang, L., Levine, E. L., Smith, M. A., İspas, D. & Rossi, M.E. (2008). Person-Environment Fit or person-plus environment: A meta analysis of studies using polynomial regression analysis, Human Resource Management Review, 18, 311-321
• Young, S. A., & Parker, C. P. 1999. Predicting collective cliamtes: assessing the role of shared work values, needs, employee interaction and work group membership, Journal of Organizational Behavior, 20, 1199-1218