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The role and importance of person-or...

Hvizdos Wolf, Jacquelyn.

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The role and importance of person-organization fit in the selection interview with senior level candidates.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	The role and importance of person-organization fit in the selection interview with senior level candidates./
作者:	Hvizdos Wolf, Jacquelyn.
面頁冊數:	104 p.
附註:	Adviser: Keith Melville.
Contained By:	Dissertation Abstracts International68-10A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3287701
ISBN:	9780549305767

The role and importance of person-organization fit in the selection interview with senior level candidates.
Hvizdos Wolf, Jacquelyn.

The role and importance of person-organization fit in the selection interview with senior level candidates. - 104 p.

Adviser: Keith Melville.

Thesis (Ph.D.)--Fielding Graduate University, 2007.

Key words: person-organization fit, interview selection, C-Suite, senior-level candidates.

ISBN: 9780549305767Subjects--Topical Terms:

626628
Business Administration, Management.

The role and importance of person-organization fit in the selection interview with senior level candidates.
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245 1 4 $a The role and importance of person-organization fit in the selection interview with senior level candidates.
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520 $a Key words: person-organization fit, interview selection, C-Suite, senior-level candidates.
520 $a Person-organization fit originates from interactional psychology, which assumes that behavior is caused by the continuous interaction between the person and the environment (Pervin, 1968; Terborg, 1981). Pervin (1968) assumed that for each individual there are environments which more or less match the characteristics of his/her personality and this agreement in turn results in higher performance, higher satisfaction, and less stress.
520 $a However, research in the field primarily looked at this construct from a quantitative perspective on college campuses or in some cases, restaurants and hospitals. What appears missing in the literature are qualitative studies that look at this construct from a human resources perspective when selecting senior executives for the C-suite (Chief Executive Officer, Chief Financial Officer, Chief Operations Officer, Chief Information Officer, etc).
520 $a As a result, this study examines the role and importance that senior-level human resources professionals place on person-organization fit during the selection interview of senior-level candidates. The study also determines how human resources professionals conceptualize person-organization fit when making selection decisions of senior-level candidates. Lastly, it attempts to understand if human resources professionals place more importance on person-organization fit characteristics (value congruence) than on person job fit (knowledge, skills, and abilities [KSAs], work experience, and generally defined traits) characteristics during the selection interview with senior-level candidates.
520 $a Six primary themes emerged from the research analysis. They include the following findings: that the defined company culture influences the type of person hired; that person-organization fit is depicted as the organizational culture match with a candidate's style and leadership skills, and that a good match is illustrated through the use of broad leadership attributes/skills (supplementary fit); that organizations and the people who make up the organization reject those that do not fit in or that do not assimilate or adopt their ways of doing things (this new concept is termed tissue rejection); that human resources vice presidents do not place more weight or importance on person-organization fit criteria, despite the research finding that senior-level candidates fail more often for person-organization fit reasons; and lastly, that diversity is often culturally challenged by the traditional organizational norms and values.
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