Lecture 6 - Understanding the Science of Fit Flashcards
What are some of the major costs of turnover?
- Recruiting costs
- Selection costs
- Training costs
- On-boarding costs
- Production costs (loss of productivity)
- Impact on other employees (more stress/bigger workload
What’s normative commitment?
- Loyalty, a feeling of obligation to company/boss/coworkers, that’s why they don’t leave
What’s continuance commitment?
- Stay because it’s too expensive to leave. May be giving up really good pay/benefits if you leave
- Often referred to as the golden handcuffs
What’s affective commitment?
- Stay because you really like it there and are happy. Have a personal bond to the organization/people
What’s the strongest predictor of job satisfaction and turnover?
- Person-organization fit
- Also predicts engagement, OCB’s, CPB’s, affective commitment
What two pieces of information must we accurately collect before assessing P-O fit?
- The individual
- The organization
What other pieces of information do we need to collect?
- Collecting the right piece of information, like what people care about, and what people have congruence with.
- This is why research is important
What’s the Attraction Selection Attrition model (ASA)?
- Invented by Ben Schneider (came up with the term ‘the people make the place’)
- People are attracted to companies that are similar to them (attraction)
- Companies are more likely to select applicants who are already similar to their current employees (selection)
- Dissimilar employees are more likely to leave the company than similar ones because they feel left out (attrition)
What were some of the major concerns regarding the ASA model?
- All the employees in a company will start to look very similar, create a homogenous group of workers
- Schneider had tought this would cause stagnation, lower innovation, lower adaptability
- There’s not a lot of empirical evidence to support these concerns
- Instead, stronger cultures have been shown to out perform weaker cultures on a variety of financial metrics of company performance
What exactly is fit and how does it occur?
- A feeling of belonging and attachment to the group that occurs when:
1) One party provides something that the other needs
2) The person and the organization are similar in some important way - Strongest determinant of attraction and job choice
What’s supplementary fit? Example?
- You’re just like everybody else, that’s why you fit in
- Share characteristics that are found among all the other employees as well
- Ex. working in a graphic design studio as a designer, share a passion for graphic design like your other coworkers
What’s complementary fit?
- You have a specific need/skill that is unique to the company, so you’re needed
- Ex. Working as an accountant in an engineering firm. Most people don’t know how to do what you do.
What’s needs/supplies fit?
- You have a specific need/skill that needs to be satisfied, and the position in the company allows you to do so.
- Ex. Being extroverted, so you like to do a lot of networking
What’s demands/abilities fit?
- The individual’s strengths/abilities are a good match for the position
What are the different levels of fit?
- Person-job fit
- Person-organization fit
- Person-group fit
How do we assess fit?
the person (values, personality, abilities) + Organization (culture, image) = fit!
Objective vs. subjective measurements of fit?
- Objective = more indirect
- Subjective = more direct
*Want to reach a more subjective fit than an objective fit since it’s more accurate
What are the outcomes of P-O fit for job applicants?
- Organization attraction
- Job pursuit intentions
- Job acceptance intentions
- Job choice
What are the outcomes of P-O fit for job incumbents?
- Job satisfaction
- Perceived organizational support
- Motivation
- Organizational commitment
- Job involvement
- Performance
- Stress + well-being
- Turnover intentions
- Turnover
What are some of the limitations of fit research?
- Conceptual issues: can fit really be that well categorized?
- Measurement: only using general measures of fit, single-item scales, double-barreled items (should try to be avoided)
What’s the most common conceptualization of fit? The least common?
- Supplementary fit (87%)
- Demands/abilities fit (<1%)
What did the Piasentin and Chapman (2007) study discover regarding complimentary P-O fit?
- Perception that you are dissimilar to existing organizational characteristics on important criteria
- Belief that this dissimilarity makes you unique to the organization and, therefore, of value to the organization
What categories do needs/supplies fit predict?
- Job satisfaction
- Org, support
- Org. commit.
- Job search
What categories do demands/abilities fit predict?
- Job search
- OCB’s
What categories do complimentary fit predict?
- Job involv.
- Org. support
What categories do supplementary-organizational fit predict?
- Job involvement
- Organizational commitment
T/F: All types of fit fall under the larger area of person-environment fit
- True
Person-job fit vs. person-group fit?
- P-J fit: the extent to which the NS, DA of the individual make the job itself
- P-G fit: extent to which the individual’s NS and DS are congruent with the work group
How are workplace behaviours the result of our values?
Belief (our understanding of facts) + value = attitude = behaviour
What are the 8 selected values to measure to determine an individual’s organizational fit in a company?
- Dominant values
- Innovative
- CSR values
- Trendiness
- Pace
- Prestige
- Tradition
- Friendliness
What are polynomial regression analyses?
- Provide 3D plots to interpret how fit is working
- Examines main effects, interaction effects and curvilinear effects
- Advantages: Good prediction, can see what’s driving the relationship
- Disadvantages: Not really testing a theory of fit, can be hard to interpret
