• Login
• Admin

Billsberry, Jon (2003) The role of person-organisation fit in attraction and selection decisions. PhD thesis, University of Nottingham.

Preview

PDF - Requires a PDF viewer such as GSview, Xpdf or Adobe Acrobat Reader Download (26MB) | Preview

Abstract

Schneider's Attraction-Selection-Attrition cycle (ASA; Schneider, 1987) is one of the most influential models in the person-organisation (P-0) fit literature. The main idea in this framework is that organisations attract, select, and retain those people who share their values. Schneider (1987) argues that this cycle creates homogeneity in the type of people employed by the organisation. He predicts that over time this homogeneity is dysfunctional for organisations as they become increasingly ingrown and resistant to change.

The first part of this study contains a literature review. These chapters position Schneider's ASA cycle within the wider P-0 fit literature and review the studies that have considered features of the cycle. In brief summary, these studies have found the predicted homogeneity of values amongst organisational employees. The attrition phase of the cycle has received much research attention and researchers have demonstrated the attrition effect with people who do not share the values of organisations leaving them. In contrast, the attraction and selection phases of the cycle have received much less attention and there have been no direct tests of these propositions. The main study, which is reported in the third part of this thesis, is a direct test of Schneider's attraction and selection propositions. The results reject Schneider's attraction proposition that organisations attract people who share their values. However, the results suggest that the value congruence between people is more influential than the value congruence between people and environments in predicting selection outcomes.

To enable these direct tests to be conducted a new instrument was developed that allows for the capture of work values in a format suitable for the calculation of fit with a geographically remote and distant set of respondents. The development and testing of this instrument is described in the five chapters in the second part of this thesis.

Item Type:	Thesis (University of Nottingham only) (PhD)
Supervisors:	Daniels, K.
Keywords:	Employees Recruiting, Employee selection, Corporate culture, Organizational behavior
Subjects:	H Social sciences > HF Commerce
Faculties/Schools:	UK Campuses > Faculty of Social Sciences, Law and Education > Institute of Work, Health and Organisations
Item ID:	10911
Depositing User:	EP, Services
Date Deposited:	01 Oct 2009 10:15
Last Modified:	19 Oct 2017 11:39
URI:	https://eprints.nottingham.ac.uk/id/eprint/10911

Actions (Archive Staff Only)

Edit View