The criterion-related validity of a short commensurate measure of personality-based person-organization fit

P.V. Iyer; Janneke Oostrom; A.W. Serlie; A. van Dam; M.P. Born

doi:10.1111/ijsa.12276

The criterion-related validity of a short commensurate measure of personality-based person-organization fit

P.V. Iyer^*, Janneke Oostrom, A.W. Serlie, A. van Dam, M.P. Born

^*Corresponding author for this work

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Abstract

Our goal was to develop a commensurate measure of personality-based person-organization fit and examine its criterion-related validity for two retention-related attitudes: job satisfaction and intention to stay. At T0, 637 employees completed our questionnaire. Two years later, at T1, 171 of the original respondents completed our questionnaire again. Results showed that the organizational personality perceptions are relatively stable. Polynomial regression analyses and surface plots revealed that job satisfaction and intention to stay are higher when there is perfect fit between the person and the organization compared to when the person and the organization differ in traits. However, in most cases, we found the work attitudes to be maximized when both the person and the organization score high on the personality traits.

Original language	English
Pages (from-to)	143-162
Journal	International Journal of Selection and Assessment
Volume	28
Issue number	2
DOIs	https://doi.org/10.1111/ijsa.12276
Publication status	Published - 2020
Externally published	Yes

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10.1111/ijsa.12276Licence: CC BY-NC

SP Oostrom the criterion‐related validity IJoSaA 2020Final published version, 1.67 MBLicence: CC BY-NC

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AU - van Dam, A.

AU - Born, M.P.

PY - 2020

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AB - Our goal was to develop a commensurate measure of personality-based person-organization fit and examine its criterion-related validity for two retention-related attitudes: job satisfaction and intention to stay. At T0, 637 employees completed our questionnaire. Two years later, at T1, 171 of the original respondents completed our questionnaire again. Results showed that the organizational personality perceptions are relatively stable. Polynomial regression analyses and surface plots revealed that job satisfaction and intention to stay are higher when there is perfect fit between the person and the organization compared to when the person and the organization differ in traits. However, in most cases, we found the work attitudes to be maximized when both the person and the organization score high on the personality traits.

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The criterion-related validity of a short commensurate measure of personality-based person-organization fit

Abstract

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