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ORGANIZATIONAL FIT: KEY ISSUES AND NEW DIRECTIONS

Psychology

Philosophy & Psychology

Gt Product Group

Binding Format

Marketing Imprint Name

B2B GT

CL Carton Count

Imprint Name

B2B & B2C

   Empirical research shows that individuals and organizations are most effective when their values, needs, and interests are aligned. This alignment greatly impacts employee commitment, satisfaction and retention, organizational performance, and individual health. The business reality is that person-organization fit - often manifested in feelings of being at home' or out of place' in a company - directly affects organizational and individual effectiveness.    Organizational Fit: Key Issues and New Directions is an ambitious survey of the field of person-organization fit by an international group of scholars who discuss both classic perspectives and newer approaches. It contains new theory built on current reviews of key topics in the field, including: dyadic, motivational, and self-regulatory views of how fit and misfit develop; temporal models of how fit changes over time; reviews of past and innovative ways of measuring fit; motivational and behavioral consequences of fit; and national culture as a context for fit relationships.  The contributors incorporate lessons from fields as diverse as identity and deviance, evolutionary psychology, relationship science, and cybernetic models of self--regulation and stress before finally discussing new directions for research.

Organizational Fit

12th+

LIBRARY Adult

Duration

Duration Unit Of Measure

Transaction Type

Front Cover.
Other Front Matter.
Title Page.
Copyright Page.
Dedication.
Contents.
About the Editors.
About the Contributors.
Preface.
1: Fit for the Future.
2: New Directions within the Fit Paradigms.
3: A Motivational Model of Person&#x2013;Environment Fit: Psychological Motives as Drivers of Change.
4: Dyadic Fit and the Process of Organizational Socialization.
5: A Self-Regulation Approach to Person&#x2013;Environment Fit.
6: Person&#x2013;Organization Fit, Organizational Citizenship, and Social-Cognitive Motivational Mechanisms.
7: Mapping Fit: Maximizing Idiographic and Nomothetic Benefits.
8: New Directions for the Fit Paradigms.
9: The Construal of Person&#x2013;Organization Fit during the ASA Stages: Content, Source, and Focus of Comparison.
10: Exploring the Middle Range of Person&#x2013;Environment Fit Theories through a Conservation of Resources Perspective.
11: A Review and Agenda for Incorporating Time in Fit Research.
12: Fitting Person&#x2013;Environment Fit Theories into a National Cultural Context.
Index.

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Organizational Fit