Person–job fit versus person–organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study
这项纵向研究追踪了193名研究生求职者，发现人职匹配和人组织匹配在不同选拔阶段对组织吸引力的影响不同，且人职匹配通过组织吸引力间接影响工作接受意向。
This longitudinal field study examined the relationship between perceived person–job (PJ) and person–organization (PO) fit and organizational attraction, intentions to accept a job offer, and actual job offer decision. Data were collected from 193 graduate applicants prior to the selection process, during the selection process, at the end of the selection process, and after job acceptance decision. The findings showed support for the hypothesis that perceptions of PJ and PO fit influenced attraction at different stages of selection. The second hypothesis that the relationship between perceptions of PJ and PO fit and intentions to accept a job offer are mediated by organizational attraction was partially supported. Mid‐selection, the relationship between PJ fit perceptions and intentions to accept a job offer was mediated by organizational attraction; in contrast, at the end of the selection process, there was a direct relationship between PJ fit perceptions and intentions. PO fit perceptions were unrelated to intentions to accept a job offer. PJ and PO fit perceptions (before and during the selection process) were unrelated to actual job acceptance decision. These findings highlight the importance of ensuring that applicants have sufficient information about the job during the recruitment and selection process.