dc.contributor.authorYu, Kang Yang Trevor
dc.identifier.citationYu, K. Y. T. (2014). Person–organization fit effects on organizational attraction: A test of an expectations-based model. Organizational Behavior and Human Decision Processes, 124(1), 75-94.en_US
dc.description.abstractThis study investigates the mechanisms that explain why person–organization (PO) fit impacts organizational attraction. Adopting Edwards and Cable’s (2009) approach, an integrative model is developed around the idea that experiencing value congruence during the recruitment process perpetuates certain expectations about future work environments and employer relationships. These expectations in turn have a positive impact on organizational attraction. Evidence from a longitudinal study on a sample of job seekers suggests that expected opportunities for value expression and need fulfillment offered the most viable explanations of value congruence effects. The implications of important observed differences in the experience of PO fit between job seekers and full-time employees are discussed.en_US
dc.relation.ispartofseriesOrganizational behavior and human decision processesen_US
dc.rights© 2013 Elsevier Inc. This is the author created version of a work that has been peer reviewed and accepted for publication by Organizational Behavior and Human Decision Processes, Elsevier Inc. It incorporates referee’s comments but changes resulting from the publishing process, such as copyediting, structural formatting, may not be reflected in this document. The published version is available at: [DOI:http://dx.doi.org/10.1016/j.obhdp.2013.12.005].en_US
dc.subjectDRNTU::Business::Management::Personnel management
dc.titlePerson–organization fit effects on organizational attraction : a test of an expectations-based modelen_US
dc.typeJournal Article
dc.contributor.schoolCollege of Business (Nanyang Business School)en_US
dc.description.versionAccepted versionen_US

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