Screening for person-job fit: Incremental validity of a congruence based approach to assessment.

摘要

This research investigated an objective approach to the measurement of person-job fit and also tested aspects of Barrett's (1978) congruence theory of job design. It was hypothesized that person job fit would be significantly related to multiple criteria, both subjective (supervisor ratings of performance and organizational commitment) and objective (organizational tenure, productivity, accidents, and absenteeism). An additional purpose of this study was to investigate the role that person-job fit plays in the selection process by examining the incremental validity attributed to person job fit over and above traditional predictors (personality and cognitive ability). An applied sample and predictive research design were used to test the hypotheses for two entry level positions, Material Handlers and Processing Associates, at a warehouse distribution center.; The results found significant relationships between person job fit and performance in both samples; person job fit was the only consistent predictor of overall and contextual performance in both samples. Additionally, in the Material Handler sample, conscientiousness was related to overall performance, contextual performance and accidents, and cognitive ability was related to task performance. For Processing Associates, a significant relationship was found between person job fit and task performance, contextual performance, organizational commitment, and turnover status. Furthermore, person job fit added incremental validity to the prediction of overall performance, task performance, contextual performance and organizational commitment.; In one sample, some support was found for Barrett's congruence theory proposition that person job congruence and organizational tenure are related. Barrett's theory also recommends the use of both person job congruence and ability predictors in selection processes. Support for this supposition is provided through correlational and incremental validity findings. This research concludes that an objective, forced-choice method of assessing person job fit can provide valuable benefits when used alone or in conjunction with traditional predictors in the selection of entry-level workers.