東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁 到查詢結果 [ subject:"Psychology, Industrial." ]

切換: 標籤 | MARC模式 | ISBD

Fitting in and standing out: An emp...

Piasentin, Kelly A.

FindBook

Google Book

Amazon

博客來

Fitting in and standing out: An empirical test of supplementary and complementary person-organization fit.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Fitting in and standing out: An empirical test of supplementary and complementary person-organization fit./
作者:	Piasentin, Kelly A.
面頁冊數:	107 p.
附註:	Adviser: Derek Chapman.
Contained By:	Masters Abstracts International42-05.
標題:	Psychology, Industrial. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=MQ87395
ISBN:	9780612873957

Fitting in and standing out: An empirical test of supplementary and complementary person-organization fit.
Piasentin, Kelly A.

Fitting in and standing out: An empirical test of supplementary and complementary person-organization fit. - 107 p.

Adviser: Derek Chapman.

Thesis (M.Sc.)--University of Calgary (Canada), 2003.

The present study was centered around three research questions: (1) Does subjective P-O fit arise from supplementary fit, complementary fit, or some combination of both? (2) Are there fundamental differences between individuals who experience fit through supplementary congruence and, alternatively, those who perceive a complementary fit between themselves and the organization? And (3) do both types of fit predict positive work outcomes? Data were collected from 209 employed adults from various occupational and organizational backgrounds. Results indicated that individuals distinguish between fit that occurs through similarity and fit that occurs through complementarity, and that both perceived similarity and perceived complementarity explain unique variance in subjective P-O fit. Consistent with previous research, subjective fit predicted higher levels of job satisfaction and organizational commitment, and reduced turnover intentions and job search behaviours. Furthermore, the results suggest that subjective fit fully mediates the relationship between perceived similarity/complementarity and these work outcomes. On the whole, these findings suggest the need for a more integrative conceptualization of fit that includes both complementary and supplementary dimensions.

ISBN: 9780612873957Subjects--Topical Terms:

520063
Psychology, Industrial.

Fitting in and standing out: An empirical test of supplementary and complementary person-organization fit.
LDR:02158nam 2200265 a 45 001 958533
005 20110704
008 110704s2003 eng d
020 $a 9780612873957
035 $a (UMI)AAIMQ87395
035 $a AAIMQ87395
040 $a UMI $c UMI
100 1 $a Piasentin, Kelly A. $3 1281993
245 1 0 $a Fitting in and standing out: An empirical test of supplementary and complementary person-organization fit.
300 $a 107 p.
500 $a Adviser: Derek Chapman.
500 $a Source: Masters Abstracts International, Volume: 42-05, page: 1888.
502 $a Thesis (M.Sc.)--University of Calgary (Canada), 2003.
520 $a The present study was centered around three research questions: (1) Does subjective P-O fit arise from supplementary fit, complementary fit, or some combination of both? (2) Are there fundamental differences between individuals who experience fit through supplementary congruence and, alternatively, those who perceive a complementary fit between themselves and the organization? And (3) do both types of fit predict positive work outcomes? Data were collected from 209 employed adults from various occupational and organizational backgrounds. Results indicated that individuals distinguish between fit that occurs through similarity and fit that occurs through complementarity, and that both perceived similarity and perceived complementarity explain unique variance in subjective P-O fit. Consistent with previous research, subjective fit predicted higher levels of job satisfaction and organizational commitment, and reduced turnover intentions and job search behaviours. Furthermore, the results suggest that subjective fit fully mediates the relationship between perceived similarity/complementarity and these work outcomes. On the whole, these findings suggest the need for a more integrative conceptualization of fit that includes both complementary and supplementary dimensions.
590 $a School code: 0026.
650 4 $a Psychology, Industrial. $3 520063
690 $a 0624
710 2 0 $a University of Calgary (Canada). $3 1017619
773 0 $t Masters Abstracts International $g 42-05.
790 $a 0026
790 1 0 $a Chapman, Derek, $e advisor
791 $a M.Sc.
792 $a 2003
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=MQ87395