Examining Quality of Hire as a Function of Person-Organization and Person-Job Fit at "PharmCo"

<p>In response to the millennial job-hopping fad and increasingly low retention rates organizations are facing, it is more important than ever that the best-fit candidate is chosen for the position and the organization. There are two common ways fit is typically defined: person-organization (P-O) fit is the congruence between an employee and the characteristics of a company; person-job (P-J) fit is the match between an employee’s knowledge, skills, and abilities (KSAs) and the requirements of the job in the organization (Edwards, 1991; Kristof, 1996). A large pharmaceutical company developed a quality of new hire criterion measure as a function of both P-O fit and P-J fit; that measure is examined in the current study. Results were limited because there were only six quality of hire ratings for managers included in the data set. Furthermore, no significant differences were found in quality of hire ratings for individual contributors based on their division (i.e., human health, support function, scientist, manufacturing, or animal health). Because of limitations (e.g., small sample size) many ideas for future research are discussed.</p>

Name thesis:degree_name

Master of Science

Discipline thesis:degree_discipline

Department of Psychological Sciences

Year

2015

Author dc:creator

• Palmer, Leah L.

Contributors dc:contributor

• Elizabeth L. Shoenfelt (Director), Reagan D. Brown, Amber N. Schroeder

• Quality of New Hire
• Organizational Behavior
• Industrial Organization
• Job Satisfaction
• Industrial and Organizational Psychology
• Personality and Social Contexts
• Work, Economy and Organizations

Repository record dc:identifier

https://digitalcommons.wku.edu/theses/1456

OAI identifier oai:identifier

oai:digitalcommons.wku.edu:theses-2460