人岗匹配和人与组织匹配感知组织吸引力和就业接受意向：一个纵向的研究【外文翻译】.doc

1、本科毕业论文外文翻译译文标题人岗匹配和人与组织匹配感知组织吸引力和就业接受意向一个纵向的研究资料来源JOURNALOFOCCUPATIONALANDORGANIZATIONALPSYCHOLOGY2005,78,411429作者SALLYACARLESS本纵向领域研究主要研究了人岗匹配、人与组织匹配感知和组织吸引力的关系，影响员工敬业度和实际工作的决策。先选择193个应届毕业生求职资料分析，再到筛选，完了以后对结果进行整理分析。调查结果显示，假设人岗匹配和人与组织匹配的感知在不同的阶段都对组织的吸引力产生影响是成立的。第二点假设，人岗匹配和人与组织匹配感知和员工的敬业度的关系是由组织的吸引力进

2、行调节的是部分成立的。从中可以看出，企业吸引力调节人岗匹配感知和员工敬业度的关系。相比之下，在最后的选择过程中，人岗匹配对员工的敬业度有着直接的联系，人与组织匹配对员工的敬业度有着间接的影响。在之前和在挑选过程中，人岗匹配和人与组织匹配对员工的敬业度是没有关系的。这些发现强调了在招聘选拔过程中，应聘者充分了解工作岗位的重要性。当个人与环境相匹配时，人与环境匹配理论是明确存在的。比如说，当人与环境得到很好的匹配的时候，人与环境匹配理论认为这应聘者会在精神上和肉体上都得到满足如DAWISLOFQUIST，1984荷兰，1997。广泛的研究表明个人满意和不满意自己的工作和他自己的职业生涯和人格类型是

3、相一致的。（斯波坎，1985廷斯利，2000年）。人与环境匹配这概念是对具有更具体的匹配理论的概念性的统称。在招聘和选拔领域，最常见的两种匹配形式已经确定人岗匹配，就是个人与某一特定职位的要求相匹配；人与组织匹配，就是个人与更广泛的组织属性相匹配。在招聘和选拔领域过程中，人与岗位匹配是主体。然而，这种匹配方式提供了一个很容易被打破的相关性假设。将人岗匹配和人与组织匹配相联合起来分析是一个难以推翻的理论（BARBER,1998年）。使用这种方法我们可以评估的人岗匹配和人组织匹配感知与择业观念在决策时的相对重要性。职位需求在不同方面呈现，包括知识，技能和能力要求以及组织特性。这可能是求职者用来评估

4、自身特点和对工作岗位与组织的重叠程度的（BREAUGH,1992）因此，测评人岗匹配和人与组织匹配同时表明了更现实的相对影响的因素。因此，本文研究的主要目的是审查在招聘和甄选过程中人岗匹配、人与组织匹配感知与求职者的职业选择的关系态度和意图的关系。人与组织匹配KRISTOF（1996）将人与组织匹配定义为“人与组织的发生相容时1至少一个符合其他的要求；2他们有着相似的基本特点3这两个条件都成立。”采取这种方法应该认识到补充和互补之间匹配的区别。当一个人有类似的特征时补充比较合适，当个人和情况符合彼此需要时增补比较合适。招聘与选拔要符合人与组织匹配这一理论出现在的SCHNEIDERS1987的吸

5、引选择自然减员的模型。他建议，吸引，选择进入和组织中的其他全部人与人之间和她/他的工作环境（即人与组织匹配）知觉相似性决定的。具体来说，个人之间评估自己的个性，态度和价值观并与组织的目标、结构、流程和文化相比较SCHNEIDER,GOLDSTEIN,JUDGEOREILLY,CHATMAN,WANOUS,1977,1980,1992，准确而又科学的岗位资料分析能够确保求职者可以分析他们的KSA和岗位需求之间的相关度数（IEPJTBREAUGH,1992BREAUGHWANOUS,1977,1980,1992。求职者认为他们的KSA和企业的岗位需求相匹配了很大的可能是他们在遴选的过程中接受了一份

6、工作。RJP研究表明，在招聘和选拔过程中，准确现实的招聘求职信息是与组织的积极的工作成果相联系的。EG高效的招聘过程，高工作满意度，低资源离职，高工作业绩，MEGLINO,RAVLIN，菲利普斯，1998而这些研究表明，求职者在选择合适的工作前启用人与组织岗位分析，提供了一个合理的假设的人岗匹配理论检测。主观因素和客观因素相匹配根据RJP和ASA理论资料显示，求职者主观上对自身特点和企业岗位与组织的吸引力的看法是决定他岗位的选择和接受的主要因素。SCHNEIDER和他的同事认为，个人对某些组织的喜欢在以其个人的特点和工作岗位潜在的属性为基础的。他是一个主观上感知的匹配，是否符合影响个人追求和组

7、织工作之间的关系。因此，主观匹配相对与客观匹配而言是比较精确的对个人现实情况匹配的描述。有研究证据表明，相对与客观匹配，主观匹配是求职者的态度JUDGECABLEKINNICKI,LOCKWOOD,HOM,LAUVEROREILLYETAL,1991SAKSBREAUGH,1992。理性行为AJZEN,1991,2001AJZENFISHBEINHIGHHOUSERYANSCHMITT,1999SCHMITTJUDGETOM,1971，一般研究用假想的公司和信息，限制了研究对象的范围。他们的看法，“对学生的看法似乎是不足够替代实际的求职者的”RYANINCONTRAST,ATTHEENDOFT

8、HESELECTIONPROCESS,THEREWASADIRECTRELATIONSHIPBETWEENPJFITPERCEPTIONSANDINTENTIONSPOFITPERCEPTIONSWEREUNRELATEDTOINTENTIONSTOACCEPTAJOBOFFERPJANDPOFITPERCEPTIONSBEFOREANDDURINGTHESELECTIONPROCESSWEREUNRELATEDTOACTUALJOBACCEPTANCEDECISIONTHESEFINDINGSHIGHLIGHTTHEIMPORTANCEOFENSURINGTHATAPPLICANTSHAVE

9、SUFFICIENTINFORMATIONABOUTTHEJOBDURINGTHERECRUITMENTANDSELECTIONPROCESSPERSONENVIRONMENTPEFITTHEORIESPROPOSETHATPOSITIVERESPONSESOCCURWHENINDIVIDUALSFITORMATCHTHEENVIRONMENTFOREXAMPLE,PEFITTHEORIESOFVOCATIONALCHOICEPROPOSETHATHIGHERLEVELSOFSATISFACTIONANDMENTALANDPHYSICALWELLBEINGWILLOCCURWHENTHEREI

10、SAGOODFITBETWEENTHEPERSONANDTHEENVIRONMENTEGDAWISHOLLAND,1997EXTENSIVERESEARCHSUPPORTSTHEPROPOSITIONTHATINDIVIDUALSARESATISFIEDWITHANDADJUSTMOSTEASILYTOJOBSTHATARECONGRUENTWITHTHEIROWNCAREERRELEVANTPERSONALITYTYPESSPOKANE,1985TINSLEY,2000THENOTIONOFPEFITISCONCEPTUALIZEDASAGENERALTERM,UNDERWHICHFALLM

11、ORESPECIFICNOTIONSOFFITINTHERECRUITMENTANDSELECTIONDOMAIN,TWOCOMMONFORMSOFFITHAVEBEENIDENTIFIEDPERSONJOBFITPJFIT,ORTHEMATCHBETWEENANINDIVIDUALANDTHEREQUIREMENTSOFASPECIFICJOBANDPERSONORGANIZATIONFITPOFIT,ORTHEMATCHBETWEENANINDIVIDUALANDBROADERORGANIZATIONALATTRIBUTESTHEMAINBODYOFRESEARCHONFITANDRECR

12、UITMENTANDSELECTIONHASBEENONPOFITHOWEVER,THISAPPROACHPROVIDESAWEAKTESTOFTHECONGRUENCEHYPOTHESISASTRONGERTESTOFTHEHYPOTHESISISTOASSESSPJANDPOFITJOINTLYBARBER,1998USINGTHISAPPROACHWECANASSESSTHERELATIVEIMPORTANCEOFPJANDPOFITPERCEPTIONSINJOBCHOICEDECISIONSJOBOPENINGSVARYONARANGEOFDIMENSIONS,INCLUDINGKN

13、OWLEDGE,SKILLSANDABILITIESREQUIREMENTS,ANDORGANIZATIONALATTRIBUTESITISPROBABLETHATJOBSEEKERSEVALUATETHEMAGNITUDEOFOVERLAPBETWEENTHEIROWNCHARACTERISTICSANDTHOSEOFTHEJOBANDORGANIZATIONCONJOINTLYBREAUGH,1992HENCE,ASSESSINGPJANDPOFITSIMULTANEOUSLYPROVIDESAMOREREALISTICACCOUNTOFTHEIRRELATIVEINFLUENCEHENC

14、E,THEMAINAIMOFTHESTUDYWASTOEXAMINETHERELATIONSHIPBETWEENAPPLICANTSUBJECTIVEPERCEPTIONSOFPJANDPOFITANDJOBCHOICEATTITUDESANDINTENTIONSATMULTIPLETIMEPOINTSDURINGTHERECRUITMENTANDSELECTIONPROCESSPOFITKRISTOF1996DEFINEDPOFITASTHECOMPATIBILITYBETWEENPEOPLEANDORGANIZATIONSTHATOCCURSWHENAATLEASTONEENTITYPRO

15、VIDESWHATTHEOTHERNEEDS,ORBTHEYSHARESIMILARFUNDAMENTALCHARACTERISTICS,ORCBOTHPP45TAKINGTHISAPPROACHRECOGNIZESTHEDISTINCTIONBETWEENSUPPLEMENTARYANDCOMPLEMENTARYFITSUPPLEMENTARYFITOCCURSWHENAPERSONHASSIMILARCHARACTERISTICSTOOTHERINDIVIDUALS,ANDCOMPLEMENTARYFITOCCURSWHENTHEINDIVIDUALANDTHESITUATIONMEETE

16、ACHOTHERSNEEDSTHEAPPLICATIONOFPOFITTORECRUITMENTANDSELECTIONHASEMERGEDFROMSCHNEIDERS1987ATTRACTIONSELECTIONATTRITIONASAMODELHEPROPOSEDTHATATTRACTIONTO,SELECTIONINTO,ANDREMAININGINANORGANIZATIONAREALLDETERMINEDBYTHEPERCEIVEDSIMILARITYBETWEENTHEPERSONANDHER/HISWORKENVIRONMENTIEPOFITSPECIFICALLY,INDIVI

17、DUALSESTIMATETHEMATCHBETWEENTHEIRPERSONALITY,ATTITUDESANDVALUESANDTHEORGANIZATIONSVALUES,GOALS,STRUCTURES,PROCESSES,ANDCULTURESCHNEIDER,GOLDSTEIN,KEON,LATACK,TOM,1971,JOBACCEPTANCEINTENTIONSBRETZJUDGEOREILLY,CHATMAN,WANOUS,1977,1980,1992,ACCURATEANDREALISTICJOBINFORMATIONENABLESAPPLICANTSTOASSESSTHE

18、DEGREEOFCONGRUENCEBETWEENTHEIRKSAANDTHEJOBREQUIREMENTSIEPJFITBREAUGH,1992BREAUGHWANOUS,1977,1980,1992APPLICANTSWHOPERCEIVEAFITBETWEENTHEIRKSAANDTHEJOBREQUIREMENTSAREPROBABLETOREMAININTHESELECTIONPROCESSANDACCEPTAJOBOFFERRJPRESEARCHHASSHOWNTHATACCURATEANDREALISTICJOBINFORMATIONDURINGRECRUITMENTANDSEL

19、ECTIONISASSOCIATEDWITHPOSITIVEWORKOUTCOMESEGLOWATTRITIONFROM412SALLYACARLESSRECRUITMENTPROCESS,HIGHJOBSATISFACTION,LOWVOLUNTARYTURNOVER,HIGHWORKPERFORMANCEMEGLINO,RAVLIN,PHILLIPS,1998HOWEVER,THESESTUDIESPROVIDEANINDIRECTTESTOFTHEPJFITHYPOTHESIS,ASITISASSUMEDTHATRJPSENABLETHEINDIVIDUALTOASSESSTHEEXTE

20、NTOFPJFITPRIORTOJOBCHOICEOBJECTIVEANDSUBJECTIVEFITTHEUNDERLYINGASSUMPTIONOFTHELITERATUREONRJPANDASATHEORYISTHATAPPLICANTSSUBJECTIVEASSESSMENTSOFTHEMATCHBETWEENTHEIROWNCHARACTERISTICSANDTHOSEOFTHEJOBANDORGANIZATIONINFLUENCEINITIALATTRACTION,DECISIONTOREMAININTHESELECTIONPROCESS,ANDJOBACCEPTANCEDECISI

21、ONSCHNEIDERANDHISCOLLEAGUESSTATED,PEOPLESPREFERENCESFORPARTICULARORGANIZATIONSAREBASEDUPONANIMPLICITESTIMATEOFTHECONGRUENCEEMPHASISADDEDOFTHEIROWNPERSONALCHARACTERISTICSANDTHEATTRIBUTESOFPOTENTIALWORKORGANIZATIONSSCHNEIDERETAL,1995,P749ITISSUBJECTIVEFITPERCEPTIONSANDNOTOBJECTIVEFITTHATINFLUENCESWHET

22、HERORNOTANINDIVIDUALPURSUESWORKWITHANORGANIZATIONTHUS,SUBJECTIVEFITISAMOREACCURATEDEPICTIONOFPERSONALREALITYTHANOBJECTIVEFITCAPLAN,1987EVIDENCEINDICATESTHATCOMPAREDWITHOBJECTIVEFIT,SUBJECTIVEFITISABETTERPREDICTOROFAPPLICANTATTITUDESJUDGECABLEKINNICKI,LOCKWOOD,HOM,LAUVEROREILLYETAL,1991SAKSBREAUGH,19

23、92THETHEORYOFREASONEDACTIONAJZEN,1991,2001AJZENFISHBEINHIGHHOUSERYANSCHMITT,1999SCHMITTJUDGETOM,1971,STUDIESHAVEUSEDHYPOTHETICALCOMPANIESANDINFORMATIONTHATHASBEENCLOSELYCONTROLLEDBYTHERESEARCHERSASKINGSTUDENTSFORTHEIRPERCEPTIONSDOESNOTAPPEARTOBEASUFFICIENTSURROGATEFORASKINGACTUALAPPLICANTSRYANLIDENT

24、IME2AFTERFIRSTSELECTIONINTERVIEWTIME3AFTERALLSELECTIONPROCEDURESHADBEENCOMPLETEDANDTIME4AFTERJOBACCEPTANCEDECISIONWASMADETHECURRENTSTUDYWASPARTOFALARGERSTUDYOFAPPLICANTSSEECARLESS,2003THESELECTIONPROCESSWASMANAGEDBYANEXTERNALCONSULTINGFIRMONRECEIPTOFANAPPLICATION,THEINDIVIDUALWASEITHERINVITEDFORANIN

25、TERVIEWWITHAREPRESENTATIVEOFTHECONSULTINGFIRMORINFORMEDTHATHIS/HERAPPLICATIONWASUNSUCCESSFULTHOSEWHOWEREINVITEDFORANINTERVIEWWERESENTAQUESTIONNAIRETIME1INSTRUCTIONSASKEDAPPLICANTSTOCOMPLETETHEQUESTIONNAIREBEFORETHEIRSELECTIONINTERVIEWACOVERLETTERONUNIVERSITYLETTERHEADATTACHEDTOEACHQUESTIONNAIREINFOR

26、MEDPARTICIPANTSTHATTHERESEARCHWASINTENDEDTOHELPTHECONSULTINGORGANIZATIONANDTHESPONSORINGORGANIZATIONTOIMPROVETHEEFFECTIVENESSOFTHEIRSELECTIONPROCEDURESTHEYWEREASSUREDTHATPARTICIPATIONWASVOLUNTARYANDWOULDNOTAFFECTTHEIRAPPLICATIONFOREMPLOYMENTINANYWAYTHEYWEREASSUREDOFCONFIDENTIALITYANDTHATONLYMYSELFAN

27、DMYASSISTANTWOULDSEETHEIRRESPONSESAREPLYPAIDSELFADDRESSEDENVELOPEWASSUPPLIEDPARTICIPANTSWEREINFORMEDTHATIWASINTERESTEDINLOOKINGATTHELINKSBETWEENINITIALATTITUDESANDJOBACCEPTANCEINTENTIONSANDTRACKINGTHEIRPERCEPTIONSTHROUGHOUTTHESELECTIONPROCEDUREPARTICIPANTSWEREASKEDTOIDENTIFYTHEMSELVESINORDERTHATRESP

28、ONSESFROMDIFFERENTPOINTSOFTIMECOULDBELINKEDTHETIME2QUESTIONNAIREWASMAILEDTOAPPLICANTSAPPROXIMATELY4MONTHSAFTERTHEFIRSTQUESTIONNAIREOFTHE193APPLICANTSWHOWERESENTTHESECONDQUESTIONNAIRE,140WERERETURNED73RESPONSERATETHESAMPLECONSISTEDOF78FEMALES55AND62MALES45THENEXTSTAGEOFTHESELECTIONPROCESSCONSISTEDOFP

29、ERSONALITYANDABILITYTESTING,FOLLOWEDBYANINTERVIEWWITHANINTERNALLINEMANAGERANDREPRESENTATIVEOFTHEHUMANRESOURCEDEPARTMENTSCORESFORSELECTIONPROCEDURESEGPSYCHOLOGICALTESTSCORESWEREUSEDTOREDUCESLIGHTLYTHEAPPLICANTPOOLATEACHSUCCESSIVESTAGEOFTHESELECTIONPROCESSTHETHIRDQUESTIONNAIRETIME3WASSENTTOAPPLICANTSA

30、FTERPSYCHOLOGICALTESTINGANDTHEINTERNALINTERVIEWSWERECOMPLETEDTHISWASAPPROXIMATELY1MONTHAFTERTHESECONDQUESTIONNAIREOFTHE140QUESTIONNAIRESSENTOUT,81RESPONSESWERERECEIVED58RESPONSERATEAGAIN,THESAMPLECONSISTEDOFASIMILARNUMBEROFFEMALESN45,56ANDMALESN36,44APPROXIMATELY34WEEKSAFTERTHEFINALQUESTIONNAIRE,81A

31、PPLICANTSWERECONTACTEDABOUTWHETHERTHEYHADRECEIVEDAJOBOFFERANDWHETHERTHEYHADACCEPTEDITTIME4,65RESPONSESWERERECEIVEDOFTHESE,34RECEIVEDAJOBOFFERAND31DIDNOT,20ACCEPTEDTHEOFFER59AND14DECLINEDTHEOFFER41ASCONCERNSHAVEBEENRAISEDABOUTTHEEFFECTSOFSUBJECTATTRITIONONTHERELATIONSHIPAMONGVARIABLESINLONGITUDINALAN

32、ALYSESGOODMANLAUVERWERBALTHEREWASNOEVIDENCEOFATTRACTIONMEDIATINGTHERELATIONSHIPCONTRARYTOEXPECTATIONS,POFITWASUNRELATEDTOINTENTIONSTOACCEPTAJOBOFFERTHUS,MIXEDSUPPORTFORTHEMEDIATIONHYPOTHESISWASFOUNDHAND,THECURRENTSTUDYASSESSEDAPPLICANTATTITUDESATLATERSTAGESOFTHESELECTIONPROCESS,DURING,ANDATTHECOMPLETIONOFSELECTIONRELATEDTOTHISPOINT,ITISALSOPOSSIBLETHATTHESELECTIONPROCEDURESINFLUENCEDAPPLICANTPERCEPTIONSOFPJANDPOFIT,FOREXAMPLE,STRUCTUREDINTERVIEWSJUDGE,HIGGINS,REVISEDVERSIONRECEIVED4MAY2004