title: Incremental validity of person-organization fit over the Big Five personality measures.
abstract: Few studies have provided the validity evidence of a measure of objective person-organization fit (P-O fit) as a selection tool. The present study used a concurrent validation design to examine the criterion-related validity and the incremental validity of a P-O fit measure beyond the validity of the Big Five personality test for predicting job performance (task performance and organizational citizenship behavior) and employee commitment (organizational commitment and supervisory commitment) for a group of high-tech professional employees in Taiwan. Results showed that P-O fit predicted the contextual component of overall job performance and was significantly related to two types of employee commitment. Moreover, P-O fit had an incremental validity beyond that of the personality measures for predicting some of our outcome variables.
authors.affiliation: National Chengchi University, Taiwan, ROC.
authors.forename: Wei-Chi
authors.initials: WC
authors.lastname: Tsai
authors.forename: Hao-Yi
authors.initials: HY
authors.lastname: Chen
authors.forename: Chien-Cheng
authors.initials: CC
authors.lastname: Chen
mesh_terms: D000328:Adult; D004650:Employee Performance Appraisal; D004651:Employment / Q000523:psychology*; D006801:Humans; D015279:Organizational Culture; D009937:Organizational Objectives; D010556:Personality Tests / Q000592:standards*; D010560:Personnel Selection / Q000592:standards*; D011590:Psychology, Industrial; D011594:Psychometrics / Q000379:methods* / Q000592:standards; D015203:Reproducibility of Results