DOI QR코드

DOI QR Code

Testing the Relationship between Person-Organizational Value Fit and Performance

개인-조직가치 부합수준과 성과관계 검증

  • Received : 20110200
  • Accepted : 20110300
  • Published : 2011.04.30

Abstract

The studies of congruence in organizational research have explored the concepts such as person-job fit person-organization fit, or person-environment fit. The relevant studies dealt with the fit level as an important influencing factor on the performance. In particular, researchers have agreed that employees can be motivated by the high level fit of person-organization. However, few research developing an alternative methodological approach has been done. For the purpose mentioned above the statistics like D, |D| or $D^2$ and the Q values such as Q(the correlation between two sets of interval measures) or $Q_r$(the correlation between two rankings) have been conventionally adopted in spite of numerous methodological problems. In general, these traditional indices such as difference scores, or Q values, are nondirectional and add an extra weight to differences of lager magnitude. Therefore, Edwards (1993) introduced the polynomial regression and the response surface analysis to overcome flaws with conventional approaches. However, the method-ological approaches did not reflect the profile characteristics of person-organizational value fit and wouldn't be a proper solution for the fit level of person-organization value maximizing performance. Hence, this paper investigates alternative methodological approaches, the multivariate polynomial regression and the multiple response surface analysis, to avoid the problems issued from conventional ways.

조직연구에서 개인 직무, 개인-조직, 개인-환경 사이의 부합수준은 성과에 대한 주요한 영향요인으로 다루어져 왔다. 개인-조직이 추구하는 가치부합수준은 조직의 구성원으로 하여금 동기유발의 주요한 요인으로 조명되고 있다. 그러나 이런 부합수준 성과관련 연구에서 부합수준별 성과, 혹은 성과의 극대화률 설명하는 만족적 부합수준을 경정하기 위해 적용가능한 방법론의 개발관련 연구는 미미한 수준이다. 기존 연구에서 이런 부합수준-성과 간의 관계를 연구하는데 활용되는 지표들은 두 프로파일의 요인별 차이값, 차이제곱값, 차이 절대값, 측정 도구 사이의 상관관계를 나타내는 Q 값, 두 프로파일 사이의 순위상관을 나타내는 $Q_r$이다 그러나 이런 지표들은 두 프로파일의 부합수준 성과간의 관계를 연구하는데 많은 한계를 보여주고 있다. 특히, Edwards의 단일 설명변수에 대한 다항회귀분석과 반응표면분석을 활용한 방법론은 두 프로파일의 개별 설명변수 차이 값의 종속변수에 대한 영향만을 개별적으로 보여주고 설명변수를 모두 고려할 경우 차이 프로파일을 구성하는 개별요소별 성과를 극대화하는 값이나 수준이 어떠해야 하는지에 대해서는 해답을 주지 못하고 있다. 따라서 본 연구는 이러한 문제의 해결을 위해 다변량 이차다항회귀 모형을 적용하여 다중반응표면분석을 통해 개인-조직, 부합수준-성과 간의 관계를 검증하였다.

Keywords

References

  1. 김재석, 박양규, 임효창 (2010). OCP를 활용한 개인-조직 부합도와 태도 간의 관계에 대한 연구, <한국심리학회지: 산업 및 조직>, 23, 711-731.
  2. 성내경 (2004). , 제3판, 자유아카데미
  3. 송진석, 유태용 (2005). 개인과 조직간 가치부합이 개인의 태도 및 행동에 미치는 영향, <한국심리학회지: 산업 및 조직>, 18, 361-384.
  4. 유태용, 현희정 (2003). 개인과 환경간 부합연구에서 다차항 회귀분석과 반응표면 방법론의 적용, <한국심리학회지: 산업 및 조직>, 16, 1-19.
  5. Amerikaner, M., Elliot, D. and Swank, P. (1988). Social interest as a predictor of vocational satisfaction, Industrial Psychology, 44, 316-323.
  6. Amy, L., Kristof, B., Zimmerman, R. D. and Johnson, E. C. (2005). Consequences of individuals' fit at work: A met-analysis of person-job, person-organization, person-group, and person supervisor fit, Personnel Psychology, 58, 281-342. https://doi.org/10.1111/j.1744-6570.2005.00672.x
  7. Davis-Blake, A. and Pfeffer, J. (1989). Just a mirage: The search for dispositional effects in organizational research, Academy of Management Review, 14, 385-400.
  8. Drazin, R. and Van de Ven, A. H. (1985). Alternative forms of fit in contingency theory, Administrative Science Quarterly, 30, 514-539. https://doi.org/10.2307/2392695
  9. Edwards, J. R. (1991). Person-job fit: Aconceptual integration, literature review, and methodological critique. In Cooper CLRIT (Ed.), International Review of Industrial and Organizational Psychology, 6, 283-357. https://doi.org/10.1007/BF00378127
  10. Edwards, J. R. (1993). Peoblems with the use of profile similarity indices in the study of congruence in organizational research, Personnel Psychology, 46, 641-666. https://doi.org/10.1111/j.1744-6570.1993.tb00889.x
  11. Edwards, J. R. and Harrison, R. V. (1993). Job demands and worker health: A three-dimensional reexamination of the relationship between person-environment fit and strain, Journal of Applied Psychology, 78, 628-648. https://doi.org/10.1037/0021-9010.78.4.628
  12. Edwards, J. R. and Parry, M. E. (1993). On the use of polynominal regression eqations as an alternative to difference scores in organizational research, Academy of Management Journal, 36, 1577-1613. https://doi.org/10.2307/256822
  13. Ekehammer, B. (1974). Interactionism in personality from a historical perspective, Psychological Bulletin, 81, 1026-1048. https://doi.org/10.1037/h0037457
  14. Fried, Y. C and Ferris, G. R. (1987). The validity of the job characteristics model: A review and meta-analysis, Personnel Psychology, 40, 287-322. https://doi.org/10.1111/j.1744-6570.1987.tb00605.x
  15. Hackman, R. and Oldham, G. (1975). Development of the job diagnostic survey, Journal of Applied Psychology, 60, 159-170. https://doi.org/10.1037/h0076546
  16. Judge, T. A. and Ferris, G. R. (1992). The elusive criterion of fit in human resource staffing decisions, Human Resource Planning, 15, 47-67.
  17. Khurt, A. I. and Cornell, J. A. (1987). Response Surface: Designs and Analyses, Marcel Dekker, New York.
  18. Kristof, A. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications, Personnel Psychology, 49, 1-49. https://doi.org/10.1111/j.1744-6570.1996.tb01790.x
  19. Lewin, K. (1935). Dynamic Theory of Personality, McGraw-Hill, New York.
  20. Meglino, B. M., Ravlin, E. C. and Adkins, C. L. (1992). The measurement of work value congruence: A field study comparison, Journal of Management, 18, 33-43.
  21. Meyer, J. P., Allen, N. J. and Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization, Journal of Applied Psychology, 78, 538-551. https://doi.org/10.1037/0021-9010.78.4.538
  22. Murray, H. A. (1938). Explorations in Personality, Oxford University Press, New York.
  23. O'Reilly, C. A., Chatman, J. A. and Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit, Academy of Management Journal, 34, 487-416. https://doi.org/10.2307/256404
  24. Pervin, L. A. and Rubin, D. R. (1967). Student dissatisfaction with college and the college dropout: A transactional approach, The Journal of Social Psychology, 72, 285-295. https://doi.org/10.1080/00224545.1967.9922326
  25. Rounds, J. B., Dawis, R. W. and Lofquist, L. M. (1987). Measurement of person environment fit and prediction of satisfaction in the theory of work adjustment, Journal of Vocational Behavior, 31, 297-318. https://doi.org/10.1016/0001-8791(87)90045-5
  26. Sheridan, J. E. (1992). Organizational culture and employee retention, Academy of Management Journal, 35, 1036-1056. https://doi.org/10.2307/256539
  27. Sparrow, J. A. (1989). The measurement of job profile similarity for the prediction of transfer of learning: A research note, Journal of Occupational Psychology, 62, 337-341. https://doi.org/10.1111/j.2044-8325.1989.tb00504.x
  28. Vancouver, J. B. and Schmitt, N. W. (1991). An exploratory examination of person-organization fit: Organizational goal congruence, Personnel Psychology, 44, 333-352.
  29. Werbel, J. D. and Gilliland, S. W. (1999). Person-environment fit in the selection process. In Ferris GR (Ed.), Research in Personnel and Human Resource Management, 17, 209-243.
  30. Wohlers, A. J. and London, M. (1989). Ratings of managerial characteristics: Evaluation difficulty, co-worker agreement, and self-awareness, Personnel Psychology, 42, 235-261. https://doi.org/10.1111/j.1744-6570.1989.tb00656.x

Cited by

  1. The relationships between person-organization value fit and employee attitudes in a Korean government sector pp.1466-4399, 2020, https://doi.org/10.1080/09585192.2018.1431954