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ASMENINIŲ IR ORGANIZACINIŲ VERTYBIŲ KONGRUENCIJOS MODELIS
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ASMENINIŲ IR ORGANIZACINIŲ VERTYBIŲ KONGRUENCIJOS MODELIS (2012)ASMENINIŲ IR ORGANIZACINIŲ VERTYBIŲ KONGR…Another Look at the Impact of Personal and Organizational Values Congruency (2010)Another Look at the Impact of…Fitting In: The Effects of Relational Demography and Person-Culture Fit on Group Process and Performance (2007)Fitting In: The Effects of Re…Values‐based service brands: narratives from IKEA (2006)Values‐based service brands: …Subjective person–organization fit: Bridging the gap between conceptualization and measurement (2006)Subjective person–organizatio…Values in Education and Education in Values (2005)Values in Education and Educa…Corporate values as multi‐level, multi‐domain antecedents of leader behaviors (2005)Corporate values as multi‐lev…CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT (2005)CONSEQUENCES OF INDIVIDUALS' …WORK VALUE CONGRUENCE AND INTRINSIC CAREER SUCCESS: THE COMPENSATORY ROLES OF LEADER‐MEMBER EXCHANGE AND PERCEIVED ORGANIZATIONAL SUPPORT (2004)WORK VALUE CONGRUENCE AND INT…The convergent and discriminant validity of subjective fit perceptions. (2002)The convergent and discrimina…Values development and learning organizations (2001)Values development and learni…PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS (1996)PERSON‐ORGANIZATION FIT: AN I…PEOPLE AND ORGANIZATIONAL CULTURE: A PROFILE COMPARISON APPROACH TO ASSESSING PERSON-ORGANIZATION FIT (1991)PEOPLE AND ORGANIZATIONAL CUL…A Multilevel Study of the Relationship between CSR Promotion Climate and Happiness at Work via Organizational Identification: Moderation Effect of Leader–Followers Value Congruence (2022)A Multilevel Study of the Rel…Organizational Culture and Leadership (1986)Culture's Consequences: Comparing Values, Behaviors, Institutions, and Organizations across Nations (2002)Organizational culture and leadership (2012)The impact of incongruity between an organization's CSR orientation and its employees' CSR orientation on employees' quality of work life (2014)Looking beyond HRM practices in enhancing employee retention in BPOs: focus on employee–organisation value fit (2015)Assessment of corporate culture in sustainability performance using a hierarchical framework and interdependence relations (2019)A Theory of Cognitive Dissonance (1957)Handbook of Industrial and Organizational Psychology. 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References

  • 2005CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT5,343 cited
  • 1996PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS4,837 cited
  • 1991PEOPLE AND ORGANIZATIONAL CULTURE: A PROFILE COMPARISON APPROACH TO ASSESSING PERSON-ORGANIZATION FIT4,520 cited
  • 2002The convergent and discriminant validity of subjective fit perceptions.2,224 cited
  • 2004WORK VALUE CONGRUENCE AND INTRINSIC CAREER SUCCESS: THE COMPENSATORY ROLES OF LEADER‐MEMBER EXCHANGE AND PERCEIVED ORGANIZATIONAL SUPPORT430 cited
  • 2005Values in Education and Education in Values365 cited
  • 2010Another Look at the Impact of Personal and Organizational Values Congruency211 cited
  • 2007Fitting In: The Effects of Relational Demography and Person-Culture Fit on Group Process and Performance207 cited
  • 2006Subjective person–organization fit: Bridging the gap between conceptualization and measurement187 cited
  • 2001Values development and learning organizations81 cited
  • 2006Values‐based service brands: narratives from IKEA68 cited
  • 2005Corporate values as multi‐level, multi‐domain antecedents of leader behaviors65 cited

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  • 2022A Multilevel Study of the Relationship between CSR Promotion Climate and Happiness at Work via Organizational Identification: Moderation Effect of Leader–Followers Value Congruence

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27 cited