A study of organisational fit in the selection process

Published: 13 November 2024| Version 1 | DOI: 10.17632/7v3skhps68.1
Contributor:
Vedant Rane

Description

Person-Organization Fit (P-O Fit): Alignment of individual values with organizational culture promotes job satisfaction, belonging, and retention. P-O Fit is critical in cultures prioritizing empathy, collaboration, or innovation. Person-Job Fit (P-J Fit): Focuses on matching individual skills, abilities, and motivations with job requirements. Traits like agility and adaptability are essential in dynamic roles requiring flexibility. Empathic Organizational Culture: A culture emphasizing empathy enhances employee well-being, communication, and interpersonal relationships. Employees with empathy as a core value thrive in such environments, fostering job satisfaction and commitment. Innovation and Role Theory: Innovation aligns with Role Theory, suggesting employees motivated by creativity can drive organizational change. Roles that support innovation lead to higher satisfaction and improved performance. Agility in Dynamic Work Environments: Agility, as a personal value, aligns with roles demanding flexibility, promoting adaptability and effectiveness. This is especially critical in fast-paced environments where job roles evolve frequently. Leadership and Emotional Intelligence: Leaders play a pivotal role in aligning personal and organizational values. Emotional intelligence fosters stronger team dynamics and cultural alignment. Recruitment and Evaluation Methods: Methods like psychometric tests, case studies, and interviews assess P-O Fit and interpersonal alignment. Investing in these processes ensures candidates meet both technical and cultural criteria. Theories Referenced: Schwartz’s Value Theory (1992): Highlights the importance of value alignment for individual and organizational success. Hackman & Oldham's Job Characteristics Model (1976): Role clarity enhances satisfaction and motivation. Role Theory (Biddle, 1986): Explores the influence of role expectations and enactment on employee performance. Conclusion: Organizational fit theories provide a structured framework for understanding how aligning individual values, skills, and attributes with organizational needs promotes satisfaction, retention, and performance. The document suggests that fostering environments where empathy, innovation, and adaptability are encouraged can significantly enhance both individual and organizational outcomes.

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Institutions

Mithibai College of Arts Chauhan Institute of Science & Amruthben Jivanlal College of Commerce and Economics

Categories

Qualitative Research, Explorative Analysis, Thematic Analysis

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