개인-조직 적합성과 직무성과의 관계성

Abstract

Person-organization (P-O) fit research generally concerns the correspondence between personal and organizational attributes in relation to meaningful organizational outcomes (e.g., job satisfaction). Most of the previous research is devoted to examining the effects of P-O fit on organizational outcomes, and often touted throughout the literature are the many positive outcomes of value congruence between the person and the organization. In fact, P-O fit has been positively related to various organizational outcomes, because it can affect outcomes by clarifying communications, removing ambiguity and conflict, and otherwise enhancing interactions. Although these positive organizational outcomes may have a positive affect on job performance, a negative relationship between P-O fit and job performance was founded by several studies. This study attempts to clarify the seemingly discrepant findings suggesting that P-O fit is positively related to many organizational outcomes yet negatively related to job performance. The current study examines the relationships between P-O fit and job performance. The Motives, Values, Preferences Inventory (MVPI) was used to measure the P-O fit, and supervisor ratings of managerial job performance were used as the criteria. It was hypothesized that P-O fit would relate positively to overall managerial job performance. Results indicate that the P-O fit is significantly related to managerial job performance in the current sample of 210. Theoretical and practical implications are reviewed and limitations of the study are discussed.