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Hiring for the organization, not the job
3 references·16 citing·60 second hopsampled
Hiring for the organization, not the job (1991)Hiring for the organization, not the jobCorporate Culture and Organizational Effectiveness (1991)Corporate Culture and Organiz…The Dispositional Approach To Job Attitudes: A Lifetime Longitudinal Test (1986)The Dispositional Approach To…METAANALYSES OF VALIDITY STUDIES PUBLISHED BETWEEN 1964 AND 1982 AND THE INVESTIGATION OF STUDY CHARACTERISTICS (1984)METAANALYSES OF VALIDITY STUD…Talent management and dynamic view of talent in small and medium enterprises (2016)Talent management and dynamic…Person-organization fit and work-related attitudes and decisions: Examining interactive effects with job fit and conscientiousness. (2007)Person-organization fit and w…Career success (2007)Career successToward a Multidimensional Theory of Person-Environment Fit (2006)Toward a Multidimensional The…The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. (2006)The use of person-organizatio…Socialization Tactics, Employee Proactivity, and Person-Organization Fit. (2005)Socialization Tactics, Employ…An Integrative Analysis of Person–Organization Fit Theories (2004)An Integrative Analysis of Pe…The hospitality industry culture profile: a measure of individual values, organizational culture, and person–organization fit as predictors of job satisfaction and behavioral intentions (2002)The hospitality industry cult…Career Commitment: A Reexamination and an Extension (2002)Career Commitment: A Reexamin…A resource-based view of human resource management and organizational capabilities development (2002)A resource-based view of huma…The proactive employee: Managing workplace initiative (2000)The proactive employee: Manag…Human Resource Management Practices in Small and Medium-Sized Enterprises: Unanswered Questions and Future Research Perspectives (2000)Human Resource Management Pra…Toward an Integrative Theory of Business and Society: A Research Strategy for Corporate Social Performance (1999)Toward an Integrative Theory …Gender and attractiveness biases in hiring decisions: Are more experienced managers less biased? (1996)Gender and attractiveness bia…JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE (1994)JUDGMENTS OF FIT IN THE SELEC…From job‐based to competency‐based organizations (1994)From job‐based to competency‐…Motivation through the design of work: test of a theory (1976)Focus Groups: A Practical Guide for Applied Research (1989)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)Three Responses to the Methodological \nChallenges of Studying Strategizing (2003)Formal Human Resource Management Practices in Small Growing Firms* (2004)Qualitative Research: A Grounded Theory Example and Evaluation Criteria (2005)The Structure of Scientific Revolutions (1963)The Structure of Scientific Revolutions (1963)The Moderating Effect of Environmental Munificence and Dynamism on the Relationship Between Discretionary Social Responsibility and Firm Performance (2004)Strategic management a stakeholder approach (2010)An Institution of Corporate Social Responsibility (CSR) in Multi-National Corporations (MNCs): Form and Implications (2012)Do Political Connections Buffer Firms from or Bind Firms to the Government? A Study of Corporate Charitable Donations of Chinese Firms (2016)Individualism and Collectivism (1976)Culture's Consequences: International Differences in Work-Related Values (1981)Illusion and well-being: A social psychological perspective on mental health. (1988)Proactive Personality, Employee Creativity, and Newcomer Outcomes: A Longitudinal Study (2009)Organizational socialization: The effective onboarding of new employees. (2010)Breaking Them in or Eliciting Their Best? Reframing Socialization around Newcomers’ Authentic Self-expression (2013)Review and conceptual analysis of the employee turnover process. (1979)Meta-analysis in social research (1982)Meta-Analysis: Cumulating Research Findings across Studies (1984)Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance. (1993)The Knowledge, Skill, and Ability Requirements for Teamwork: Implications for Human Resource Management (1994)The Proactive Personality Scale and objective job performance among real estate agents. (1995)A Path Goal Theory of Leader Effectiveness (1971)Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. (1986)BEYOND SELF-MANAGEMENT: ANTECEDENTS AND CONSEQUENCES OF TEAM EMPOWERMENT. (1999)ENHANCING CAREER BENEFITS OF EMPLOYEE PROACTIVE PERSONALITY: THE ROLE OF FIT WITH JOBS AND ORGANIZATIONS (2005)Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance (2008)Fuel of the self-starter: How mood relates to proactive goal regulation. (2011)The Fifth Discipline (1990)The Competitive Advantage of Nations (1991)THAT'S NOT MY JOB: DEVELOPING FLEXIBLE EMPLOYEE WORK. (1997)Developing competency models to promote integrated human resource practices (2002)Design Principles for Competence Management Systems: A Synthesis of an Action Research Study1 (2004)The Core Competence of the Corporation (2006)Upper Echelons: The Organization as a Reflection of Its Top Managers (1984)Upper Echelons: The Organization as a Reflection of Its Top Managers (1984)A power primer. (1992)The Impact of Value Congruence on Consumer-Service Brand Relationships (2008)Explaining employment relationships with social exchange and job embeddedness. (2009)Fit Happens Globally: A Meta‐Analytic Comparison of the Relationships of Person–Environment Fit Dimensions with Work Attitudes and Performance Across East Asia, Europe, and North America (2013)Development of the Job Diagnostic Survey. (1975)The nature and causes of job satisfaction (1976)Motivation and Personality (1997)The Five-Factor Model of Personality and Career Success (2001)7 Emotion in Organizations (2007)Job attitudes, job satisfaction, and job affect: A century of continuity and of change. (2017)Foundations of Behavioral Research (1974)Design and Analysis: A Researcher's Handbook (1975)THE PEOPLE MAKE THE PLACE (1987)Minding the body: Yoga, embodiment, and well-being (2006)Physical Attractiveness Biases in Ratings of Employment Suitability: Tracking Down the “Beauty is Beastly” Effect (2010)Explaining financial and prosocial biases in favor of attractive people: Interdisciplinary perspectives from economics, social psychology, and evolutionary psychology (2016)Corporate cultures: The rites and rituals of corporate life (1983)Theories of Organizational Culture (1984)Organizational culture and leadership (1993)Culture and Congruence: The Fit Between Management Practices and National Culture (1996)Innovation is not enough: climates for initiative and psychological safety, process innovations, and firm performance (2002)Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management (2009)
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References

  • 1991Corporate Culture and Organizational Effectiveness1,541 cited
  • 1986The Dispositional Approach To Job Attitudes: A Lifetime Longitudinal Test720 cited
  • 1984METAANALYSES OF VALIDITY STUDIES PUBLISHED BETWEEN 1964 AND 1982 AND THE INVESTIGATION OF STUDY CHARACTERISTICS554 cited

Cited by

  • 1994From job‐based to competency‐based organizations536 cited
  • 1999Toward an Integrative Theory of Business and Society: A Research Strategy for Corporate Social Performance479 cited
  • 2006The use of person-organization fit in employment decision making: An assessment of its criterion-related validity.427 cited
  • 2000Human Resource Management Practices in Small and Medium-Sized Enterprises: Unanswered Questions and Future Research Perspectives422 cited
  • 2005Socialization Tactics, Employee Proactivity, and Person-Organization Fit.411 cited
  • 2000The proactive employee: Managing workplace initiative402 cited
  • 1996Gender and attractiveness biases in hiring decisions: Are more experienced managers less biased?393 cited
  • 2006Toward a Multidimensional Theory of Person-Environment Fit336 cited
  • 2007Person-organization fit and work-related attitudes and decisions: Examining interactive effects with job fit and conscientiousness.315 cited
  • 2016Talent management and dynamic view of talent in small and medium enterprises283 cited

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1994
JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE
268 cited
  • 2002Career Commitment: A Reexamination and an Extension268 cited
  • 2004An Integrative Analysis of Person–Organization Fit Theories255 cited
  • 2002A resource-based view of human resource management and organizational capabilities development232 cited
  • 2007Career success226 cited
  • 2002The hospitality industry culture profile: a measure of individual values, organizational culture, and person–organization fit as predictors of job satisfaction and behavioral intentions206 cited