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.
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.
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.
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