Event-driven changes in person-organization fit: A conceptual integration and research agenda

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2024-07-19 DOI:10.1016/j.hrmr.2024.101040

引用次数: 0

Abstract

This paper integrates Event System Theory (EST) with person-organization (PO) fit literature to explore how impactful events can alter the congruence between an employee's values, aspirations, and attitudes and those of their employer. It proposes that event characteristics (novelty, disruption, and criticality) and boundary conditions (event valence, employee adaptability, and pre-existing PO fit) jointly influence PO fit perceptions in additive, inuring, or exacerbating ways. By examining the dynamic nature of PO fit through an EST lens, this research addresses gaps in the existing literature and offers a novel perspective on the factors that shape employee-organization alignment. The propositions advanced in this paper provide a foundation for future empirical research and offer valuable insights for both theory development and practical applications in OB and HRM. The paper concludes by outlining future research directions to further investigate the dimensions and impacts of events on PO fit.

查看原文本刊更多论文

人与组织契合度的事件驱动变化：概念整合与研究议程

本文将事件系统理论（EST）与个人-组织（PO）契合度文献相结合，探讨影响性事件如何改变员工的价值观、愿望和态度与其雇主的价值观、愿望和态度之间的一致性。该研究提出，事件特征（新颖性、破坏性和关键性）和边界条件（事件价值、员工适应性和预先存在的 PO 适应性）会以相加、诱导或加剧的方式共同影响 PO 适应性认知。本研究通过EST视角考察组织契合度的动态性质，弥补了现有文献的不足，为员工与组织契合度的形成因素提供了一个新的视角。本文提出的命题为未来的实证研究奠定了基础，并为组织结构和人力资源管理的理论发展和实际应用提供了宝贵的见解。最后，本文概述了未来的研究方向，以进一步研究事件对组织契合度的影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.