JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE

Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Follow...

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Veröffentlicht in:Personnel psychology Jg. 47; H. 3; S. 605 - 623
Hauptverfasser: ADKINS, CHERYL L., RUSSELL, CRAIG J., WERBEL, JAMES D.
Format: Journal Article
Sprache:Englisch
Veröffentlicht: Oxford, UK Blackwell Publishing Ltd 01.09.1994
Personnel Psychology, Inc
Schlagworte:
Congruence (Psychology)
Employees
Employment
Employment interviews
Employment Potential
Evaluators
Evidence
Hypotheses
Individual Characteristics
Interrater Reliability
Job satisfaction
Personality traits
Personnel selection
Physical Characteristics
Political Attitudes
Recruitment
Statistical analysis
Studies
Values
Work ethic
United States > US
ISSN:0031-5826, 1744-6570
Online-Zugang:Volltext
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Zusammenfassung:Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization‐specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization‐specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization‐specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process.
Bibliographie:istex:643E245CCEFA294EEE259B1762DAB7687A8C386B
ark:/67375/WNG-58VGQ7Q1-5
ArticleID:PEPS605
The authors made equal contributions to this study, order of authorship is alphabetical. We wish to thank Stephen Gilliland, Karl Kuhnert, Bruce M. Meglino, Elizabeth C. Ravlin, and three anonymous reviewers for their comments on an earlier draft. Randy Settoon assisted with data analysis.
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ISSN:0031-5826
1744-6570
DOI:10.1111/j.1744-6570.1994.tb01740.x