| dc.contributor | 企管系 | en_US |
| dc.creator (作者) | Tsai, W. C.;Chen, H. Y.;Chen, C. C. | en_US |
| dc.date (日期) | 2012.10 | en_US |
| dc.date.accessioned | 27-Mar-2014 09:59:53 (UTC+8) | - |
| dc.date.available | 27-Mar-2014 09:59:53 (UTC+8) | - |
| dc.date.issued (上傳時間) | 27-Mar-2014 09:59:53 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/64933 | - |
| dc.description.abstract (摘要) | Few studies have provided the validity evidence of a measure of objective person-organization fit (P-O fit) as a selection tool. The present study used a concurrent validation design to examine the criterion-related validity and the incremental validity of a P-O fit measure beyond the validity of the Big Five personality test for predicting job performance (task performance and organizational citizenship behavior) and employee commitment (organizational commitment and supervisory commitment) for a group of high-tech professional employees in Taiwan. Results showed that P-O fit predicted the contextual component of overall job performance and was significantly related to two types of employee commitment. Moreover, P-O fit had an incremental validity beyond that of the personality measures for predicting some of our outcome variables. | en_US |
| dc.format.extent | 190038 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.language.iso | en_US | - |
| dc.relation (關聯) | The Journal of Psychology: Interdisciplinary and Applied,146(5), 485-509 | en_US |
| dc.subject (關鍵詞) | selection tool; person-organization fit; personality test; criterion-related validity; incremental validity | en_US |
| dc.title (題名) | Incremental validity of person-organization fit over the big five personality measures | en_US |
| dc.type (資料類型) | article | en |
| dc.identifier.doi (DOI) | 10.1080/00223980.2012.656154 | - |
| dc.doi.uri (DOI) | http://dx.doi.org/10.1080/00223980.2012.656154 | - |
