Person-in-job determinants and work outcomes of fit
Allen, Gillian
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https://hdl.handle.net/2142/21675
Description
Title
Person-in-job determinants and work outcomes of fit
Author(s)
Allen, Gillian
Issue Date
1992
Doctoral Committee Chair(s)
Ferris, Gerald R.
Department of Study
Labor and Employment Relations
Discipline
Labor and Employment Relations
Degree Granting Institution
University of Illinois at Urbana-Champaign
Degree Name
Ph.D.
Degree Level
Dissertation
Keyword(s)
Library Science
Business Administration, Management
Sociology, Industrial and Labor Relations
Language
eng
Abstract
Fit was defined in the present study as an emotional cognition of workers (and others in the workplace) that results from cognitive appraisals of interactions between personal characteristics, representing needs of workers, and corresponding reinforcers of those needs in the work situation. Fit was seen to lead to affective responses, and ultimately to influence work attitudes and behaviors.
The present study investigated how correspondence between values, personality characteristics, and cognitive abilities of public services librarians influenced their fit, assessed both by the workers and by their supervisors, and how fit intervened between those determinant variables and a number of work outcomes. Measures of needs and reinforcers for values were obtained through Q-sorts completed by librarians and library administrators respectively. Measures of needs and reinforcers for personality characteristics and cognitive abilities were test scores of the workers and Q-sorts completed by the administrators respectively. Needs-reinforcers discrepancy scores were calculated for the three hypothesized determinants of fit and for their component parts, and were regressed hierarchically against both fit measures, and the fit measures were regressed against work outcomes measures. Discriminant analysis was used to investigate relationships between high and low fit levels and personal characteristics, and the Act Frequency Approach was used to identify behaviors of workers who fit their jobs well.
"Values Correspondence predicted both fit scores. Age and Sociability Correspondence also predicted Self-Assessed Fit. Both fit measures predicted performance and Satisfaction with Work Situation. Self-Assessed Fit predicted additional work attitudes. Concerns about method bias and ""form versus substance"" issues (if actual scores or perceptions should be the basis of measures used in fit research) were addressed."
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