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相关概念视频

Cognitive Dissonance01:38

Cognitive Dissonance

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Social psychologists have documented that feeling good about ourselves and maintaining positive self-esteem is a powerful motivator of human behavior (Tavris & Aronson, 2008). In the United States, members of the predominant culture typically think very highly of themselves and view themselves as good people who are above average on many desirable traits (Ehrlinger, Gilovich, & Ross, 2005). Often, our behavior, attitudes, and beliefs are affected when we experience a threat to our...
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What do you think is the single most influential factor in determining with whom you become friends and whom you form romantic relationships? You might be surprised to learn that the answer is simple: the people with whom you have the most contact. This most important factor is proximity. You are more likely to be friends with people you have regular contact with. For example, there are decades of research that shows that you are more likely to become friends with people who live in your dorm,...
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Natural Selection and Mating Preferences01:06

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The principle of natural selection posits that organisms better adapted to their environment are more likely to survive and reproduce. This principle is closely intertwined with mating preferences, a key aspect of sexual selection, which evolutionary psychologists believe is driven by instincts to propagate one's genes. Such instincts significantly influence mating behaviors and preferences between genders.
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Natural selection influences the frequencies of particular alleles and phenotypes within populations in several different ways. Primarily, natural selection can be directional, stabilizing, or disruptive. Directional selection favors one extreme trait and shifts the population towards that phenotype while selecting against individuals displaying alternate traits. Stabilizing selection favors an intermediate trait with a narrow range of variation. Deviation from the optimal phenotype towards an...
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The goodness-of-fit test is a type of hypothesis test which determines whether the data "fits" a particular distribution. For example, one may suspect that some anonymous data may fit a binomial distribution. A chi-square test (meaning the distribution for the hypothesis test is chi-square) can be used to determine if there is a fit. The null and alternative hypotheses may be written in sentences or stated as equations or inequalities. The test statistic for a goodness-of-fit test is given as...
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Natural selection, a fundamental concept in evolutionary biology, is the mechanism by which evolution is driven, favoring organisms that are best adapted to their environments. This process enhances their chances of survival and reproduction. Adaptation, a key outcome of this process, involves genetic modifications that optimize an organism's functionality under specific environmental challenges, such as extreme cold or thinner air at high altitudes.
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相关实验视频

Updated: Jun 29, 2025

Author Spotlight: Development of an Automated Camera-Based System for Real-Time Blast Overpressure Monitoring and TBI Risk Assessment in Military Training
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人 - 组织 适合在军事选择背景下.

Henrik O Sørlie1,2, Jørn Hetland1, Anders Dysvik3

  • 1Department of Psychosocial Science, University of Bergen, Bergen, Norway.

Military psychology : the official journal of the Division of Military Psychology, American Psychological Association
|March 27, 2024
PubMed
概括

人与组织相适应 (P-O Fit) 预测了工作表现和参与度,提供了超越智力和个性的增量有效性. 这项研究强调了P-O Fit.

关键词:
短语:个人-组织合适.增量预测有效性增量预测有效性选择的选择选择的选择.任务执行任务的表现.工作参与度 工作参与度

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科学领域:

  • 组织心理学 组织心理学
  • 人力资源管理 人力资源管理
  • 工作人员的选择 人员的选择

背景情况:

  • 有效的人员选择旨在最大限度地解释工作结果的差异,如任务性能和工作参与度.
  • 虽然智力和五大个性是常见的预测因素,但人与组织相适应 (P-O Fit) 的增量预测有效性不太了解.
  • 关于P-O Fit在选择中的实用性,特别是与任务执行和工作参与相关的研究仍然很少.

研究的目的:

  • 检查间接测量的人-组织适应 (P-O Fit) 作为选择工具的实际实用性.
  • 评估P-O Fit超越智力和个性特征的增量预测有效性.
  • 调查P-O Fit在军事选拔背景下对任务绩效和工作参与度的预测.

主要方法:

  • 从军事申请人那里收集了目标P-O Fit措施.
  • 自我报告的工作参与度和监督者评级的任务绩效的措施是在进入后获得的.
  • 进行统计分析以确定预测有效性和增量有效性,控制共变量.

主要成果:

  • 人与组织相匹配 (P-O Fit) 显著预测了任务性能 (=0.041) 和工作参与度 (=0.038).
  • 对于这两种结果,P-O Fit表现出增量预测有效性,即使考虑到智力和个性.
  • 包括P-O Fit增加了工作参与度的解释变异,从25.1%增加到26.3%,任务性能从5.8%增加到6.3%.

结论:

  • 间接测量的人与组织的适应性 (P-O Fit) 是人员选择中的一个有价值的预测因素.
  • 在智力和个性等传统预测指标上,P-O Fit提供了增量有效性.
  • 结果支持P-O Fit在选择系统中的实际应用,以提高对工作表现和参与度的预测.