| 1. | The development of research of the person - organization fit
组织匹配的研究现状与展望 |
| 2. | Organisational measurement of the quot; person - organization fit quot
人与组织匹配的测量方法与手段 |
| 3. | Study on the model of employee recruitment based on person - organization fit
基于人与组织匹配的员工招募模式研究 |
| 4. | Chinese traditional culture impacted person - organization fit research
中国传统文化影响下的个人与组织契合度研究 |
| 5. | Person - organization fit is a hot problem in the study on human resources management and organizational behavior
摘要人与组织匹配是人力资源管理与组织行为学研究的热点问题。 |
| 6. | The paper analyzes the process based on person - organization fit in depth , and proposed countermeasure for the potential problems
分析了基于人与组织匹配的招募过程，并对潜在的问题提出了应对策略。 |
| 7. | Recruitment model based on person - organization fit considers person - position fit , and person - organization fit synthetically
基于人与组织匹配的招募模式综合考虑了人与职位匹配、人与组织匹配两个方面。 |
| 8. | Results revealed that : ( 1 ) the more institutionalized socialization tactics enterprises used , the higher level of organizational adjustment the newcomer achieved , and socialization tactics had indirect negative effect on continuance commitment ; ( 2 ) the more proactive socialization behaviors of newcomers used , the higher level of organizational adjustment they achieved , and proactive behaviors had indirect positive effect on affective and normative commitment while had indirect negative effect on continuance commitment ; ( 3 ) the higher perceived person - organization fit was , newcomers would achieve higher affective and normative commitment
研究发现：若科技型企业越倾向于对新员工采取制度化社会化策略，则其适应越好，导致其持续承诺越低；新员工自身的主动适应行为越多，则其适应越好，进而其情感承诺和规范承诺越高、而持续承诺较低；若新员工价值观与组织价值观主观契合水平越高，则其情感承诺和规范承诺水平越高。 |
