Establishing and maintaining person-organization fit
Establishing and maintaining person-organization fit
This chapter provides an overview of the Person-Environment Fit (PEF) theory and its application in the workplace through the Person-Organization Fit (POF) theory. The Graduate Recruitment Selection Process (GRSP) model outlines a typical selection process, followed by a discussion of sustainable talent pipelines and the Early Career Talent Pipeline (ECTP) conceptual framework. Next, the chapter addresses challenges and strategies in assessing POF, focusing on four themes: (i) volume of applicants, (ii) selection stage choices, (iii) use of technology, and (iv) bias in the selection process. The chapter also examines how POF can evolve over time from either the employee perspective, the employer perspective, or both, by introducing the Early Career Attraction and Retention (ECAR) model and the POF Assessment Matrix (POFAM). The chapter concludes with four lived experience insights that offer real-world examples of assessing POF during the selection process for early career talent.
171-201
Donald, William E.
0b3cb4ca-8ed9-4a5f-9c10-359923469eec
17 January 2024
Donald, William E.
0b3cb4ca-8ed9-4a5f-9c10-359923469eec
Donald, William E.
(2024)
Establishing and maintaining person-organization fit.
In,
Donald, William E.
(ed.)
Strategic Opportunities for Bridging the University-Employer Divide.
Hershey, Pennsylvania.
IGI Global, .
(doi:10.4018/978-1-6684-9827-9.ch007).
Record type:
Book Section
Abstract
This chapter provides an overview of the Person-Environment Fit (PEF) theory and its application in the workplace through the Person-Organization Fit (POF) theory. The Graduate Recruitment Selection Process (GRSP) model outlines a typical selection process, followed by a discussion of sustainable talent pipelines and the Early Career Talent Pipeline (ECTP) conceptual framework. Next, the chapter addresses challenges and strategies in assessing POF, focusing on four themes: (i) volume of applicants, (ii) selection stage choices, (iii) use of technology, and (iv) bias in the selection process. The chapter also examines how POF can evolve over time from either the employee perspective, the employer perspective, or both, by introducing the Early Career Attraction and Retention (ECAR) model and the POF Assessment Matrix (POFAM). The chapter concludes with four lived experience insights that offer real-world examples of assessing POF during the selection process for early career talent.
Text
Ch7 Person-Organization Fit
- Accepted Manuscript
Restricted to Repository staff only
Request a copy
More information
Published date: 17 January 2024
Identifiers
Local EPrints ID: 487062
URI: http://eprints.soton.ac.uk/id/eprint/487062
PURE UUID: 9ed932e2-5137-406f-b656-30473ba9e7ef
Catalogue record
Date deposited: 13 Feb 2024 17:30
Last modified: 16 Apr 2024 02:08
Export record
Altmetrics
Contributors
Author:
William E. Donald
Editor:
William E. Donald
Download statistics
Downloads from ePrints over the past year. Other digital versions may also be available to download e.g. from the publisher's website.
View more statistics