Person-Organization Fit, Person-Department Fit, and Their Relationship to Performance, Satisfaction, and Turnover Intention

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dc.contributor.authorPark, Wonwoo-
dc.identifier.citationSeoul Journal of Business Vol5(1): 39~65(1999)en
dc.description.abstractBased on the level of congruence among three cultural entities
(corporate culture, departmental culture, and individual
characteristics), nine types of employees (happy spouse, happy insider,
happy outsider, insider, outsider, middle, wandering insider, wandering
outsider, and wanderer) are described. A description of a series of
empirical studies verifying the usefulness of the typological framework
using 39,515 subjects (of 16 countries) from three multinational
cornpanics are provided. Subcultural congruence (i.e.. persondepartment
fit and person-organization fit) turned out to be positively
related to both satisfaction (toward company, department, and job) and
performance (of the department and individuals), while negatively
related to turnover intention (towards company, department, and job).
MANOVA and ANOVA tests revealed that the nine types of employees
were significantly different in every aspect of the dependent variables
considered, irrespective of the company or industry.
dc.publisherCollege of Business Administration (경영대학)en
dc.subjectSiehl and Martinen
dc.subjectMANOVA and ANOVA testen
dc.subjecttypological frameworken
dc.titlePerson-Organization Fit, Person-Department Fit, and Their Relationship to Performance, Satisfaction, and Turnover Intentionen
dc.typeSNU Journalen
Appears in Collections:
College of Business Administration/Business School (경영대학/대학원)Dept. of Business Administration (경영학과)Seoul Journal of BusinessSeoul Journal of Business Volume 05, Number 1/2 (1999)
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