개인-조직 적합성과 개인-직무 적합성의 효과성 연구

다국어 초록 (Multilingual Abstract)

This study investigates the effects of person-organization fit (POF) and person-job fit (PJF) on various organization-related and job-related effectiveness variables. POF was defined as the degree of congruence between a person's values and characteristics and organizational values and characteristics. As suggested by Edwards(1991), PJF was sub-categorized into two: PJF(needs) and PJF(abilities). The former refers to the fit between the needs a person desires to fulfil in job contexts and those actually provided by the job. The latter refers to the fit between KSAs an incumbent possesses and those of job requirements. Adopted as dependent variables are organizational citizenship behavior (loyalty and participation), organizational commitment (affective commitment and continuance commitment), job satisfaction, turnover intention, and job performance. Investigated further were mediating effects of both POF and PJFs on the relationships between mentoring variables, i.e. coaching and counselling, and proposed dependent variables. The data were collected from 223 employees having worked for less than 3 years in 13 firms, who were in the early phase of organizational socialization. Results of regression analyses demonstrated that POF was significantly associated with OCB (loyalty and participation), affective commitment, job satisfaction, and turnover intention, but not with continuance commitment and job performance. PJF(needs) and PJF(abilities) together were significantly associated
with job satisfaction, but they differed in the relationships with other dependent variables. PJF(needs) was significantly associated with organizational commitment (both affective and continuance commitment) and turnover intention, while PJF(abilities) was related with both OCB variables and job performance. Finally, all of the three fit variables exerted partial or full mediation effects on the relationships between coaching, albeit not counselling, and the proposed dependent variables. Based on the findings, discussed were theoretical and practical implications, methodological limitations, and future research directions.

참고문헌 (Reference)

1 신유형, "팀 수준 개인-조직 및 개인-직무 적합성이 팀 수준 조직시민행동과 팀 효능감에 미치는 영향" 한국인사·조직학회 16 (16): 1-35, 2008

2 김한얼, "조직사회화 과정에서의 멘토의 역할" 22 (22): 269-294, 1993

3 이정재, "신입사원의 멘토링과 조직적응: 적극성을 조절변수로" 8 (8): 1-35, 2006

4 김민정, "멘토들에 대해 프로테제가 느끼는 만족이 조직시민행동에 미치는 영향 및 개인 특성과의 상호작용효과 연구" 한국인사관리학회 33 (33): 1-30, 2009

5 김정식, "리더의 코칭행위가 조직구성원들의 인지적 유연성과 성과에 미치는 영향" 한국인적자원관리학회 15 (15): 31-48, 2008

6 박원우, "동일방법편의(Common Method Bias)의 원인과 해결방안" 한국인사·조직학회 15 (15): 89-133, 2007

7 양혁승, "개인가치와 개인이 지각하는 조직가치가 개인의 태도에 미치는 영향" 한국인사·조직학회 10 (10): 211-238, 2002

8 성지영, "개인-환경(조직, 상사, 동료) 적합성이 조직시민행동 및개인성과에 미치는 영향과 공정성의 매개효과 검증" 한국인사·조직학회 16 (16): 1-62, 2008

9 Tom,V.R, "The role of personality and organizational images in therecruiting process" 6 : 573-592, 1971

10 Scroggins,W.A, "The relationship between employee fit perceptions, jobperformance, and retention: Implications of perceived fit" 20 : 57-71, 2008

11 Schneider,B, "The people make the place" 40 : 437-453, 1987

12 Baron, R. M, "The moderator-mediator variable distinctionin social psychological research: Conceptual, strategic and statisticalconsiderations" 51 : 1173-1182, 1986

13 Allen, N. J, "The measurement and antecedents of affective,normative and continuance commitment to the organization" 63 : 1-18, 1990

14 Orpen,C, "The effect of formal mentoring on employee work motivation,organizational commitment and job performance" 4 (4): 53-60, 1997

15 Cable, D. M, "The convergent and discriminant validity ofsubjective fit perceptions" 87 (87): 875-884, 2002

16 Brief, A. P, "Should negative affectivity remain an unmeasured variable in the study ofjob stress" 73 : 193-207, 1988

17 Kristof,A.L, "Person-organization fit: An integrative review of itsconceptualizations, measurement, and implications" 49 : 1-49, 1996

18 Cable, D. M, "Person-organization fit, job choice decisions,and organizational entry" 67 : 294-311, 1996

19 Edwards,J.R, "Person-job fit: A conceptual integration, literature review,and methodological critique" 6 : 283-357, 1991

20 O'Reilly, C. A., "People and organizationalculture: A profile comparison approach to assessing person-organization fit" 34 : 487-516, 1991

21 Van Dyne, L, "Organizational citizenshipbehavior: Construct redefinition, measurement, and validation" 37 (37): 765-802, 1994

22 Chen, P. Y, "Negative affectivity as the underlying cause ofcorrelations between stressors and strains" 76 : 398-407, 1991

23 Ostroff, C., "Multiple perspectives of congruence:relationships between value congruence and employee attitudes" 26 : 591-623, 2005

24 Caldwell, D. F, "Measuring person-job fit with aprofile-comparison process" 75 (75): 648-657, 1990

25 Van de Ven, A. H, "Measuring and assessing organizations" John Wiley & Sons 1980

26 Chatman,J.A, "Matching people and organizations: Selection andsocialization in public accounting firms" 36 : 459-484, 1991

27 Holland,J.L, "Making vocational choices" Prentice-Hall 1985

28 Chatman,J.A, "Improving Interactional Organizational Research: A Model ofPerson-Organization Fit" 14 (14): 333-349, 1989

29 Chao, G. T, "Formal and informalmentorships: A comparison on mentoring functions and contrast withnonmentored counterparts" 45 : 619-636, 1992

30 Lauver, K. J, "Distinguishing between employees'perceptions of person-job and person-organization fit" 59 : 454-470, 2001

31 Whetten, D. A, "Developing management skills" Pearson education 2005

32 Kristof-Brown, A. L., "Consequences of individuals' fit at work: A meta-analysis of person-job,person-organization, person-group, and person-supervisor fit" 58 (58): 281-342, 2005

33 Jokisaari, M, "Change in newcomers' supervisor support andsocialization outcomes after organizational entry" 52 (52): 527-544, 2009

34 Noe,R.A, "An investigation of the determinants of successful assignedmentoring relationships" 41 : 457-479, 1988

35 Lankau, M. J, "An investigation of personal learning inmentoring relationships: Content, antecedents, and consequences" 45 : 779-790, 2002

36 Brayfield, A. H, "An index of job satisfaction" 35 : 307-311, 1951

37 Kristof-Brown, A. L., "A policy-capturingstudy of the simultaneous effects of fit with jobs, groups, and organizations" 87 (87): 985-993, 2002