5 12005 2 pp.123-148

person-environment fitcontrasting relationsincremental validity 118 285hierarchical regression Steiger1980 z

person-environment fit

1980

person-job fitperson-organization fit

422003 2004 ING

NSC 91-2416-H-011-008-SSS

124 /

Edwards, 1991; Kristof, 1996

Kolenko & Aldag, 1989 Saks & Ashforth, 1997 Vancouver & Schmitt, 1991 Taris & Feij, 2000 French, Caplan & Harrison, 1982 Saks & Ashforth, 1997 Kolenko & Aldag, 1989 Cable & Judge, 1996 OReilly, Chatman & Caldwell, 1991person in situation theory

person-job fitperson-organization fitperson-group fitsubordinate-supervisor fit

contrasting relations

Motowidlo, Borman & Schmit1997

LePine & Van Dyne2001

incremental validity AB B A

1

5 12005 2 125

/

/

: ;

1

fitMurray, 1938; Pervin, 1968; Schneider, 1987

person-environment fit or P-E fitperson-job fitperson-organization fitperson-group fitsubordinate-supervisor fitHackman & Oldham, 1980

126 /

Bretz, Rynes & Gerhart, 1993; Holland, 1973Dawis & Lofquist, 1984Bizot & Goldman, 1993; Breeden, 1993Saks & Ashforth, 1997Adkins, Russell & Werbel, 1994; Hitt & Barr, 1989

1930 Lewin 1935 = f Lewin person-job fit

Edwards 1991Edwards organizational outcomessupplydesireabilitydemand

Chuang2001

(1knowledgeskillsabilities(2interests(3job characteristics(4personalityBretz et al.1993

Holland1973enterprisinginvestigativeartisticsocialenterprisingconventional

Kulik, Oldham, & Hackman, 1987French et al.1982

person-organization fit

Schneider 1987 ASAattractionselectionattritionASA

5 12005 2 127

Rousseau, 1990

organizational culture profile; OCPcomparative emphasis scale; CES 54 54

Ravlin & Meglino, 1987 ASAAttractionSelection Attrition

Schneider, 1987

Van Vianen2000Vancouver & Schmitt 1991

person-group fit

work group

work team

team compositionKristof, 1996

heterogeneoushomogeneousCampion, Medsker & Higgs, 1993Gladstein, 1984; Pearce & Ravlin, 1987

Kristof, 1996; Weldon & Weingart, 1993Pearce & Ravlin, 1987Jackson, Brett, Sessa, Cooper, Julin & Peyronnin, 1991 subordinate-supervisor fit

Lincoln & Miller, 1979; Tsui & OReilly, 1989; Zenger & Lawrence, 1989Meglino, Ravlin & Adkins1989Weiss1978

social identity theory

128 /

Tajfel, 1982

Brewer, 1996

relational demography theoryRiordan, 2000Tsui & OReilly, 1989Randel, 2002

Chattopadhyay, 1999; Jackson et al., 1991; Schaubroeck & Lam, 2002; Tsui, Egan, & OReilly, 1992

Kolenko & Aldag, 1989Saks & Ashforth, 1997Vancouver & Schmitt, 1991Taris & Feij, 2000French et al., 1982Saks & Ashforth, 1997Kolenko & Aldag, 1989Cable & Judge, 1996OReilly et al., 1991work teamGladstein, 1984; Pearce & Ravlin, 1987Blau, 1981; Leiter, 1988; Jackson et al., 1991

task performanceorganizational citizenship behaviorcounterproductive behavior task performance

Campbell1990

Kolenko & Aldag, 1989

Gladstein, 1984; Pearce & Ravlin, 1987

5 12005 2 129

Graen & Uhl-Bien, 1991

1a 1b

organizational citizenship behavior

Katz & Kahn1966

organizational citizenshiporganizational citizenship behaviorOrgan, 1988; Schnake, 1991prosocial behaviorBrief & Motowidlo, 1986extra-roleVan Dyne & Cummings, 1990organizational spontaneity; George & Breif, 1992 1988 Organ1988

Manogran & Conlon, 1993; Scandura, Graen & Novak, 1986Van Dyne & Graham1994

Chatman1989 ; OReilly & Chatman1986

Graham, 1986

2a 2b

counterproductive behavior

Campbell, 1990; Murphy, 1989; Robinson & Bennett, 1995Murphy, 1989; Robinson & Bennett, 1995Hunt, 1996; Robinson & Bennett, 1995Borman & Brush, 1993; Borman & Motowidlo, 1993

130 /

Bennett & Robinson2000conscientiousnesscourtesy

Liao, Joshi & Chuangin press

organizational and interpersonal deviance

3a 3b

organizational commitment

Porter, Steers, Mowday & Boulian1974Blau & Boal1987 Porter et al.1974

Vancouver & Schmitt, 1991

Meglino et al., 1989; Nystrom, 1990

4a 4b

job satisfaction

Smith, Kendall & Hulin1969Porter1973Robbins1996

Chatman, 1989; Schneider, 1987

5 12005 2 131

Blau, 1981; Leiter, 1988Stepina, Perrewe & Hassell, 1991; Turban, Jones & Rozelle, 1990 5a 5b

intention to leave

Bernays 1910 Crabb 1912

Williams1975

Saks & Ashforth, 1997; Cable & Judge, 1996Leiter & Maslach, 1988Ferris, 1985; Graen & Ginsburgh, 1977; Vecchio, Griffeth & Hom, 1986 6a 6b

118 1 16 118 118 100% 300 290 96.7% 118 285 37 248 23 15 103 27

132 /

social desirabilitycommon method variance

Podsakoff, MacKenzie, Lee & Podsakoff, 2003

Cronbachs 1

2003 4 551Cronbachs .82

2003 8 5 51Cronbachs .91

2003 12/ 4 Cronbachs / 8 551/Cronbachs .89

2003 8 3

5 12005 2 133

Cronbachs / 5 551/Cronbachs .87

Borucki & Burke1999 7 111 = 11= Cronbachs .97

Van Dyne & LePine 1998extra-role behavior 13 71 = 7 = Rogelberg & Barnes-Farrell 1999

Cronbachs .95

Hanisch & Hulin1991 12 8 1 = 8 = Cronbachs .81

2003 2 551Cronbachs .72

organizational commitment questionnaire; OCQ; Mowday, Steers & Porter, 1979 9 551Cronbachs .98

2003 4 // 5 51Cronbachs .85

134 /

Steiger1980 z

contrasting relationshierarchical regressionincremental validity

Steiger1980 z

z z

measurement modelconvergent validitydiscriminant validityX2 = 5508.01, df = 2439, RMSEA = .07, NFI = .92, CFI = .96, IFI = .96, PNFI = .88factor loadinglambda 0t-value 4.69 21.10Kline, 1998phi matrix.85Kline, 1998phi matrix 1 4510*9/2.85 1

Steigers z test

1

p < 0.01 p 0.05

p < 0.05 p < 0.01

p 0.05

5 12005 2 135

1 1 2 3 4 5 6 7 8 9 10 11 12

3.81 0.56 (0.82)

3.48 0.61 0.56** (0.91)

3.31 0.66 0.26

** 0.41** ----

/ 3.62 0.60 0.59

** 0.80** 0.42** (0.89)

3.41 0.81 0.21

** 0.31** 0.34** 0.28** ----

/ 3.23 0.73 0.32

** 0.54** 0.60** 0.55** 0.46** (0.87)

8.92 1.83 0.24** 0.13* 0.12* 0.19** 0.15* 0.15* (0.97)

5.48 0.76 0.47** 0.44** 0.17** 0.45** 0.15* 0.23** 0.26** (0.95)

2.32 1.02 -0.30** -0.38** -0.18** -0.44** -0.06 -0.25** -0.14* -0.23** (0.81)

3.53 0.71 0.45** 0.68** 0.30** 0.63** 0.13* 0.45** 0.17** 0.46** -0.40** (0.98)

3.51 0.68 0.40** 0.62** 0.35** 0.59** 0.14* 0.44** 0.16** 0.43** -0.41** 0.74** (0.72)

2.63 1.00 -0.30** -0.51** -0.26** -0.49** -0.08 -0.35** -0.07 -0.2*2 0.55** -0.66**-0.61** (0.85)

1*p < 0.05**p < 0.01 2 Cronbachs 3N = 285

contrasting relations

Steiger1980 z 1a2a3a4a5a 6a 2

r = 0.243, p < 0.01 Steigers z

r = 0.471, p < 0.01/Steigers z//r = -0.435, p < 0.01Steigers z/

r = 0.677, p < 0.01/z/

r = 0.622, p < 0.01/Steigers z//

136 /

r = -0.361, p < 0.01Steigers z/

2

(1)

(2)

(3) ()

(4) (/)

(5) ( )

(6) ( /)

1&2

1&3

1&4

1&5

1&6

2&3

2&4

2&5

2&6

3&4

3 & 5

3 & 6

4 & 5

4 & 6

5 & 6

0.243** 0.130* 0.123* 0.185** 0.147* 0.146* - - - - - - - - - -

0.471** 0.435** 0.167** 0.452** 0.147* 0.226** - - - - - - - - - -

-0.300** -0.378** -0.178** -0.435** -0.061 -0.254** - - - - - - - - - -

0.395** 0.622** 0.354** 0.589** 0.138* 0.441** - - - - - - - - - -

0.4524* 0.677** 0.302** 0.629** 0.126* 0.4518** - - - - - - - - - -

-0.281** -0.283** -0.098 -0.361** -0.058 -0.133* - - - - - - - - - -

1*p < 0.05**p < 0.01 2N = 285

incremental validity ABBA

3

/R2 = 0.043, p < 0.001; R2 = 0.048, p < 0.001/

/

//R2 = 0.008, p < 0.05; R2 = 0.020, p < 0.001; R2 = 0.010, p < 0.001; R2 = 0.007, p < 0.05//

5 12005 2 137

//R2 = 0.012, p < 0.05; R2 = 0.023, p < 0.001; R2 = 0.015, p < 0.01//

/R2 = 0.032, p < 0.01/

3

1*p < 02----3N = 285

(

(

Delta R2

() ()

/) /)

---- 0.000 0.004 0.003 0.010 0.005

---- 0.043*** 0.002 0.048*** 0.002 0.007

0.003 0.002 0.000 ---- 0.004 0.000

0.008* ---- 0.000 0.020*** 0.007* 0.010*

0.003 ---- 0.012* 0.023*** 0.003 0.015**

0.000 0.032** 0.002 ---- 0.003 0.004 .05**p < 0.01***p < 0.001

post-hoc analyses

138 /

/

//

/

/

//

/

//

/

/

r = 0.243 0.01Kolenko & Aldag, 1989

Steigers z 1a

5 12005 2 139

1b 1a 1b

r = 0.471 0.01

Manogran & Conlon, 1993 Steigers z

2a 2b

0.01

Steigers z

3b 3a 3b

Steigers z

140 /

4a 4b

0.01

Steigers z

5a 5b

0.01

Steigers z

6a 6b

4a5a 6a /

5 12005 2 141

/

Bernardin, 1979

common method variance

142 /

2003

42

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An Investigation of the Effect of Person-Environment Fit on

Work Attitudes and Behaviors

Aichia Chuang Assistant Professor, Department of Business Administration,

National Taiwan University

Huiyen Lin Human Resource Specialist,

YULON Motor

ABSTRACT

This study addresses contrasting relations and incremental validity of person-environment fit on various attitudinal and behavioral constructs. Using a sample of 118 attire store managers and 285 employees, the results from Steigers (1980) z test indicate that P-J, P-G, and P-O fits relate stronger to organizational citizenship behavior than S-S fit; P-G and P-O fits are more strongly associated with counterproductive behavior, organizational commitment, and job satisfaction than P-J and S-S fits. The analyses for incremental validities suggest that for organizational citizenship behavior, P-O and P-G fits have incremental validities over P-J fit; P-G, P-J, and S-S fits explain additional variances of organizational commitment over P-O fit; for job satisfaction, P-G and S-S fits have incremental validities over P-O fit; finally, for intention to leave, P-G fit has incremental validity over P-O fit. Keywords: Person-job fit, Person-organization fit, Person-group fit,

Subordinate-supervisor fit, Contrasting relations