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Needs Fulfillment and Core Affect as Antecedents to Person-Organization Fit : = A Dynamic Approach.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Needs Fulfillment and Core Affect as Antecedents to Person-Organization Fit :/
其他題名:	A Dynamic Approach.
作者:	Ali, Abdifatah Ahmed.
面頁冊數:	1 online resource (102 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-04(E), Section: B.
Contained By:	Dissertation Abstracts International79-04B(E).
標題:	Occupational psychology. -
電子資源:	click for full text (PQDT)
ISBN:	9780355523416

Needs Fulfillment and Core Affect as Antecedents to Person-Organization Fit : = A Dynamic Approach.
Ali, Abdifatah Ahmed.

Needs Fulfillment and Core Affect as Antecedents to Person-Organization Fit :A Dynamic Approach. - 1 online resource (102 pages)

Source: Dissertation Abstracts International, Volume: 79-04(E), Section: B.

Thesis (Ph.D.)

Includes bibliographical references

Candidate's person-organization (PO) fit perceptions are invaluable to organizations because they lead to positive organizational attraction and job acceptance decisions. Yet, the recruitment literature provides a narrow perspective on the factors that contribute to the development of PO fit. Extending recent theorizing on the dynamics of PO fit, I propose and test a multilevel model that seeks to elaborate on the factors that govern candidates' PO fit perceptions during the recruitment process. At the within-person level, I draw on insights from self-determination theory and core affect to propose that job candidate's hedonic experiences and needs fulfillment function as proximal determinants of PO fit. At the between-person level, I propose that job candidate's motivational orientation towards the recruitment process---i.e., a promotion focus versus a prevention focus---operates as a cross-level moderator shaping the effects of core affect on PO fit. Using a longitudinal sample of new labor market entrants and adult job seekers (n = 70), the data showed that at the within-person level, higher levels of needs fulfillment positively related to both activated (e.g., excitement) and deactivated (e.g., contentment) positive affect and negatively related to both activated (e.g., frustration) and deactivated (e.g., sadness) negative affect. Findings also showed that activated positive affect was positively related to PO fit, whereas activated negative affect was negatively related to PO fit. Further, findings also showed that PO fit was positively related to acceptance intentions and negatively related to withdrawal cognitions. Finally, the results did not support the cross-level moderation. These findings are discussed in terms of their theoretical implications for understanding the determinants of PO fit, and practical implications as to how the recruitment process can be managed in order to lead to positive recruitment outcomes.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355523416Subjects--Topical Terms:

1179639
Occupational psychology.
Index Terms--Genre/Form:

554714
Electronic books.

Needs Fulfillment and Core Affect as Antecedents to Person-Organization Fit : = A Dynamic Approach.
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504 $a Includes bibliographical references
520 $a Candidate's person-organization (PO) fit perceptions are invaluable to organizations because they lead to positive organizational attraction and job acceptance decisions. Yet, the recruitment literature provides a narrow perspective on the factors that contribute to the development of PO fit. Extending recent theorizing on the dynamics of PO fit, I propose and test a multilevel model that seeks to elaborate on the factors that govern candidates' PO fit perceptions during the recruitment process. At the within-person level, I draw on insights from self-determination theory and core affect to propose that job candidate's hedonic experiences and needs fulfillment function as proximal determinants of PO fit. At the between-person level, I propose that job candidate's motivational orientation towards the recruitment process---i.e., a promotion focus versus a prevention focus---operates as a cross-level moderator shaping the effects of core affect on PO fit. Using a longitudinal sample of new labor market entrants and adult job seekers (n = 70), the data showed that at the within-person level, higher levels of needs fulfillment positively related to both activated (e.g., excitement) and deactivated (e.g., contentment) positive affect and negatively related to both activated (e.g., frustration) and deactivated (e.g., sadness) negative affect. Findings also showed that activated positive affect was positively related to PO fit, whereas activated negative affect was negatively related to PO fit. Further, findings also showed that PO fit was positively related to acceptance intentions and negatively related to withdrawal cognitions. Finally, the results did not support the cross-level moderation. These findings are discussed in terms of their theoretical implications for understanding the determinants of PO fit, and practical implications as to how the recruitment process can be managed in order to lead to positive recruitment outcomes.
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