X hits on this document

645 views

0 shares

0 downloads

0 comments

48 / 185

1991), also informing other streams of research examining perceived fit in other

important dimensions such as personal and team goals (Kristof-Brown & Stevens, 2001).

The assumptions underlying research on P-O fit are that a) individuals hold specific

values and beliefs and b) organizations have specific value systems (culture) (Chatman,

1989). Therefore, it is conceivable that combining individuals’ value systems and

organizational culture can result either in a good fit or a poorer fit, which in turn affect

important outcomes such as performance, satisfaction, commitment and turnover

(Chatman, 1989; Chatman, 1991; Kristof, 1996; Saks, 1997).

38

Document info
Document views645
Page views645
Page last viewedWed Jan 18 16:46:04 UTC 2017
Pages185
Paragraphs6580
Words41049

Comments