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Personality–job Fit Theory
Personality–job fit theory is a form of organizational psychology, that postulates that an individual's personality traits will reveal insight into their adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit.Anderson, C, Flynn, F, Spataro, S (2008). Personality and Organizational Culture as Determinants of Influence. Journal of Applied Psychology, 53 (3) This is also referred to as a person–environment fit.Cable, D. M., & Parsons, C. K. 2001. Socialization tactics and person–organization fit. Personnel Psychology, 54(1): 1–23, Spring. A common measure of the P-O fit is workplace efficacy - the rate at which workers are able to complete tasks. These tasks are affected by environmental factors within the workplace. For example, a worker who is more efficient working as an individual, rather than in a team, will have a higher P-O fit for a workplace that stresses individual tasks ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Industrial And Organizational Psychology
Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia, South Africa and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.Spector P. E. (2021). Industrial and Organizational Psychology: Research and Practice 8th ed. Hoboken, NJ: John Wiley. I-O psychologists are trained in the scientist–practitioner model. As an applied psychology field, the discipline involves both res ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Personality
Personality is any person's collection of interrelated behavioral, cognitive, and emotional patterns that comprise a person’s unique adjustment to life. These interrelated patterns are relatively stable, but can change over long time periods, driven by experiences and maturational processes, especially the adoption of social roles as worker or parent. Personality differences are the strongest predictors of virtually all key life outcomes, from academic and work and relationship success and satisfaction to mental and somatic health and well-being and longevity. Although there is no consensus definition of personality, most theories focus on motivation and psychological interactions with one's environment. Trait-based personality theories, such as those defined by Raymond Cattell, define personality as traits that predict an individual's behavior. On the other hand, more behaviorally-based approaches define personality through learning and habits. Nevertheless, most ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organization
An organization or organisation (English in the Commonwealth of Nations, Commonwealth English; American and British English spelling differences#-ise, -ize (-isation, -ization), see spelling differences) is an legal entity, entity—such as a company, or corporation or an institution (formal organization), or an Voluntary association, association—comprising one or more person, people and having a particular purpose. Organizations may also operate secretly or illegally in the case of secret society , secret societies, criminal organizations, and resistance movements. And in some cases may have obstacles from other organizations (e.g.: Southern Christian Leadership Conference, MLK's organization). What makes an organization recognized by the government is either filling out Incorporation (business), incorporation or recognition in the form of either societal pressure (e.g.: Advocacy group), causing concerns (e.g.: Resistance movement) or being considered the spokesperson o ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Synergy
Synergy is an interaction or cooperation giving rise to a whole that is greater than the simple sum of its parts (i.e., a non-linear addition of force, energy, or effect). The term ''synergy'' comes from the Attic Greek word συνεργία ' from ', , meaning "working together". Synergy is similar in concept to emergence. History The words ''synergy'' and ''synergetic'' have been used in the field of physiology since at least the middle of the 19th century: SYN'ERGY, ''Synergi'a'', ''Synenergi'a'', (F.) ''Synergie''; from ''συν'', 'with', and ''εργον'', 'work'. A correlation or concourse of action between different organs in health; and, according to some, in disease. :—Dunglison, Roble''Medical Lexicon''Blanchard and Lea, 1853 In 1896, Henri Mazel applied the term "synergy" to social psychology by writing ''La synergie sociale'', in which he argued that Darwinian theory failed to account of "social synergy" or "social love", a collective evolutionary drive. The hi ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Turnover (employment)
In human resources, turnover refers to the employees who leave an organization. The ''turnover rate'' is the percentage of the total workforce that leave over a given period. Organizations and industries typically measure turnover for a fiscal or calendar year. Reasons for leaving include termination (that is, involuntary turnover), retirement, death, transfers to other sections of the organization, and resignations.Trip, R. (n.d.). Turnover – State of Oklahoma Website. Retrieved from http://www.ok.gov/opm/documents/Employee%20Turnover%20Presentation.ppt External factors—such as financial pressures, work-family balance, or economic crises—may also contribute. Turnover rates may vary over time and across industries. If an employer has a higher turnover rate than its competitors, employees there generally have shorter average tenure than those in other companies within the same industry. High turnover can be particularly harmful to a company's productivity when skilled ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Satisfaction
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components.Hulin, C. L., & Judge, T. A. (2003). Job attitUdes. In W. C. Borman, D. R. ligen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology (pp. 255-276). Hoboken, NJ: Wiley. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction). or cognitions about the job (cognitive job satisfaction). One of the most widely used definitions in organizational research is that of Edwin A. Locke (1976), who defines job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (p.&nb ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Motivation
Motivation is an mental state, internal state that propels individuals to engage in goal-directed behavior. It is often understood as a force that explains why people or animals initiate, continue, or terminate a certain behavior at a particular time. It is a complex phenomenon and its precise definition is disputed. It contrasts with #Amotivation and akrasia, amotivation, which is a state of apathy or listlessness. Motivation is studied in fields like psychology, neuroscience, motivation science, and philosophy. Motivational states are characterized by their direction, Motivational intensity, intensity, and persistence. The direction of a motivational state is shaped by the goal it aims to achieve. Intensity is the strength of the state and affects whether the state is translated into action and how much effort is employed. Persistence refers to how long an individual is willing to engage in an activity. Motivation is often divided into two phases: in the first phase, the indi ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Assessment Centre
An assessment centre is a process where candidates are examined to determine their suitability for specific types of employment, especially management or military command. The candidates' personality and aptitudes are determined by techniques including interviews, group exercises, presentations, examinations and psychometric testing. History An early example of assessment is the story of Gideon selecting the most suitable Israelite warriors: In modern times, the German army introduced assessment techniques for selecting its officers in the 1930s. Psychologist Max Simoneit was appointed to head the army's laboratory and introduced leadership tests. These were terminated in 1941 after too many favoured candidates had failed them. Assessment centres were created in World War II to select officers and are still commonly used in military recruitment today. Examples include the Admiralty Interview Board of the Royal Navy and the War Office Selection Board of the British Army. ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Psychological Tests
Psychological testing refers to the administration of psychological tests. Psychological tests are administered or scored by trained evaluators. A person's responses are evaluated according to carefully prescribed guidelines. Scores are thought to reflect individual or group differences in the construct the test purports to measure. The science behind psychological testing is psychometrics.Nunnally, J.C., & Bernstein, I.H. (1994). ''Psychometric theory''. New York: McGraw-Hill. Psychological tests According to Anastasi and Urbina, psychological tests involve observations made on a "carefully chosen ''sample'' mphasis authorsof an individual's behavior." A psychological test is often designed to measure unobserved constructs, also known as latent variables. Psychological tests can include a series of tasks, problems to solve, and characteristics (e.g., behaviors, symptoms) the presence of which the respondent affirms/denies to varying degrees. Psychological tests can include qu ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Competency-based Interview
Competency-based recruitment is a process of recruitment based on the ability of candidates to produce anecdotes about their professional experience which can be used as evidence that the candidate has a given competency. Candidates demonstrate competencies on the application form, and then in the interview, which in this case is known as a competency-based interview. The process of competency-based recruitment is intended to be fairer and a more realistic approach than other recruitment processes, by clearly laying down the required competencies and then testing them in such a way that the recruiter has little discretion to favour one candidate over another; the process assumes high recruiter discretion is undesirable. As a result of its perceived fairness, the process is popular in public services. It is highly focused on the candidates' story-telling abilities as an indication of competency, and disfavours other indications of a candidate's skills and potential, such as referenc ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
