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Charles K. Parsons, Daniel M. Cable & Robert C. Liden

In: The Employment Interview Handbook

Chapter 7: Establishing Person-Organization Fit

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Establishing Person-Organization Fit
Establishing person-organization fit
Charles K.Parsons
Daniel M.Cable
Robert C.Liden

Individuals and organizations appear to be most effective when their respective values, goals, and interests are aligned (Govindarajan, 1989; Oapos;Reilly, Chatman, & Caldwell, 1991; Sheridan, 1992). Presumably, similar attributes between individuals and groups lead to improved communication and liking, which in turn affect job attitudes and organizational outcomes (Cable & Judge, 1996). Furthermore, theory suggests that firms can sustain a competitive advantage by creating better “match quality” between employees and organizations, because person-organization (P-O) fit appears to be a unique, valuable resource that is difficult to imitate (Barney, 1991). In light of these positive outcomes, researchers have suggested that organizations proactively hire employees based on their fit with the characteristics of the organization rather than just the ...

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