员工与工作环境的动态匹配思想探析
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外国经济与管理 2008 年 第 30 卷第 07 期, 页码：58 - 65
摘要
参考文献
摘要
随着个体—环境匹配研究的日益深入,不少研究者开始反思已有的理论与研究方法,指出员工与工作环境的匹配是一个动态的交互作用过程,而目前许多研究都忽略了个体—环境匹配的动态性。本文在文献分析的基础上,从职业理论、群体与组织行为理论及相互作用理论三个角度,回顾和评价了五个能够反映动态思想的匹配模型,并基于动态研究的视角指出了该领域未来的研究方向。
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[2]Morley,MJ.Person-organization fit[J].Journal of Managerial Psychology,2007,22(2):109-117.
[3]Kristof-Brown,A L,Zimmerman,R D,and Johnson,E C.Consequences of individuals’fit at work:A meta-analysis of person-job,person-organization,person-group,and person-supervisor fit[J].Personnel Psychology,2005,58(2):281-342.
[4]Kristof-Brown,A L.Person-organization fit:An integrative review of its conceptualizations,measurement,and implications[J].Personnel Psychology,1996,49(1):1-49.
[5]Sekiguchi,T.Toward a dynamic perspective of person-environment fit[J].Osaka Keidai Ronshu,2004,55(1):177-190.
[6]Ostroff,C,Shin,Y,and Feinberg,B.Skill acquisition and person-environment fit[A].in Feldman,D C(Ed.).Work careers:A developmental approach[C].San Francisco,CA:Jossey Bass,2002:63-90.
[7]Spokane,A R,Meir,E,and Catalano,M.Person-environment congruence and Holland’s theory:Areviewand reconsideration[J].Journal of Vocational Behavior,2000,57(2):137-187.
[8]Bradley,J C,Arthur,P B,and George,J M.More than the Big Five:Personality and careers[A].in Feldman,D C(Ed.).Work careers:Adevelopmental approach[C].San Francisco,CA:Jossey Bass,2002:27-62.
[9]Tinsley,HE A.The congruence myth:An analysis of the efficacy of the person-environment fit model[J].Journal of Vocational Be-havior,2000,56:147-179.
[10]Schneider,B.The people make the place[J].Personnel Psychology,1987,40:437-454.
[11]Schneider,B,Goldstein,H W,and Smith,D B.The ASAframework:An update[J].Personnel Psychology,1995,48(4):747-773.
[12]Schneider,B.Fits about fit[J].Applied Psychology:An International Review,2001,50(1):141-152.
[13]Ryan,A M,and Kristof-Brown,A L.Focusing on personalityin person-organization fit research:Unaddressedissues[A].in Bar-rick,MR,and Ryan,A M(Eds.).Personality and work:Reconsidering the role of personalityin organizations[C].San Francisco,CA:Jossey Bass,2003:262-288.
[14]Schneider,B,Smith,D B,and Goldstein,H W.Attraction-selection-attrition:Toward a person-environment psychology of organi-zations[A].in Walsh,WB,Craik,K H,and Price,R H(Eds.).Person-environment psychology:Newdirections and perspectives[C].Mahwah,NJ:Erlbaum,2000:61-85.
[15]Chat man,J A.Matching people with organizations:Selection and socializationin public accountingfirms[J].Administrative Science Quarterly,1991,36(3):459-484.
[16]Kristof-Brown,A L,Bono,J E,and Lauver,KJ.Learningtofit in:Howsocialization affects perceived and actual person-environ-ment fit[R].Paper presented at the14th Annual Conference of the Society for Industrial and Organizational Psychology,Atlanta,GA,April,1999.
[17]Cable,D M,and Parsons,C K.Socialization tactics and person-organization fit[J].Personnel Psychology,2001,54(1):1-23.
[18]Hoff man,B J,and Woehr,DJ.Aquantitative reviewof the relationship between person-organization fit and behavioral outcomes[J].Journal of Vocational Behavior,2006,68(3):389-399.
[19]Chat man,J A,and Flynn,F.The influence of demographic heterogeneity on the emergence and consequences of cooperative norms in work teams[J].Academy of Management Journal,2001,44(5):956-974.
[20]Elfenbein,HA,and O’Reilly,C A.“Fittingin”:The effects of relational demography and person-organizationfit on group process and performance[R].Research Paper Series,No.1728,Graduate School of Business,Stanford University,2002.
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赵慧娟, 龙立荣. 员工与工作环境的动态匹配思想探析[J]. 外国经济与管理, 2008, 30(7): 58–65.
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