Research Article
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EXAMINING THE RELATIONSHIP BETWEEN PERCEIVED PERSONORGANIZATION FIT, FAMILIARITY, CORPORATE IMAGE, ORGANIZATIONAL ATTRACTIVENESS, AND APPLICATION INTENTIONS THROUGH STRUCTURAL EQUATION MODELLING

Year 2013, Volume: 34 Issue: 1, 153 - 173, 14.03.2015

Abstract

In today’s business environment, human capital is one of the most valuable assets a company can have, and recruitment serves the important function of bringing the necessary talent into the organization. This paper examines the relationship between corporate image, familiarity, perceived person-organization fit, organizational attractiveness and the application intention. The survey of this study is conducted on 352 graduate students. Based on the findings, image, familiarity, person-organization fit and organizational attractiveness might affect the intention to apply a job

References

  • AIMAN-SMITH, L, Bauer, T., Cable, D., Are you attracted? Do You Intend to Pursue? A Recruiting Policy-Capturing Study, Journal of Business and Psychology, 2001, 16: 219-237.
  • BACKHAUS, K.B., Stone, B.A., Heiner, K., Exploring the Relationship Between Corporate Social Performance and Employer Attractiveness, Business and Society, 2002, 41: 292-318.
  • BELT, J.A., Paolillo, J.G.P., The Influence of Corporate Image and Specificity of Candidate Qualifications on Response To Recruitment Advertisements, Journal of Management, 1982, 8: 105-112.
  • BRETZ, R.D., Judge, T.A. (1994). Person–organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44(1), 32–54.
  • CABLE, D., Judge, T.A., Pay Preferences and Job Search Decisions: A Person-Organization Fit Perspective, Personnel Psychology, 1994, 47: 317–348.
  • CABLE, D.M., DeRue, D.S., The Convergent and Discriminant Validity of Subjective Fit Perceptions, Journal of Applied Psychology, 2002, 87: 875–884.
  • CABLE, D.M., Graham, M.E. The Determinants of Job Seekers’ Reputation Perceptions, Journal of Organizational Behaviour, 2000, 21: 929-947.
  • CABLE, D.M., Judge, T.A., Person–Organization Fit, Job Choice Decisions, and Organizational Entry, Organızational Behavior and Human Decision Processes, September 1996, 67(3): 294–311.
  • CABLE, D.M., Turban, D.B., Establishing The Dimensions, Sources and Value of Job Seekers’ Employer Knowledge During Recruitment, Personnel and Human Resources Management, 2001, 20: 115-163.
  • CARLESS, S.A., Person–Job Fit Versus Person–Organization Fit as Predictors of Organizational Attraction and Job Acceptance Intentions: A Longitudinal Study, Journal of Occupational and Organizational Psychology, 2005, 78: 411–429
  • CHAPMAN, D.S., Uggerslev, K.L., Carroll, S.A., Piasentin, K.A., Jones, D.A., Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of The Correlates of Recruiting Outcomes, Journal of Applied Psychology, 2005, 90(5): 928–944.
  • CHATMAN, J.A., Improving Interactional Organizational Research: A Model of Person-Organization Fit, Academy of Management Review, 1989, 14, 333–349.
  • CHATMAN, J.A., Matching People and Organizations: Selection and Socialization in Public Accounting Firms, Administrative Science Quarterly, 1991, 36: 459–484.
  • FOMBRUN, C., Shanley, M., What’s in a Name? Reputation Building and Corporate Strategy, Academy of Management Journal, 1990, 33(2): 233-258.
  • GATEWOOD, R.D., Gowen, M. A., Lautenschlager, G.J., Corporate Image, Recruitment Image, and Initial Job Choice Decisions, Academy of Management Journal, 1993, 36: 414–427.
  • GOMES, D., Neves, J., Organizational Attractiveness and Prospective Applicants’ Intentions to Apply, Personnel Review, 2011, 40(6): 684-699.
  • GRAY, E.R., Balmer, J.M.T., Managing Corporate Image and Corporate Reputation, Long Range Planning, October 1998, 31(5): 695-702.
  • HOFFMAN, B.J., Woehr, D.J., A Quantitative Review of The Relationship Between Person–Organization Fit and Behavioral Outcomes, Journal of Vocational Behavior, 2006, 68: 389-399.
  • JUDGE, T.A., Cable, D.M., Applicant Personality, Organizational Culture, and Organization Attraction, Personnel Psychology, 1997, 50: 359–394.
  • KELLOWAY, K., Using LISREL for Structural Equation Modelling, Sage: London, 1998.
  • KRISTOF, A.L., Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications, Personnel Psychology, March 1996, 49(1):1-49.
  • KRISTOF-BROWN, A.L., Zimmerman, R.D., Johnson, E.C., Consequences of Individuals’ Fit at Work: A Meta-Analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit, Personnel Psychology, 2005, 58: 281-342.
  • LAUVER, K.L., Kristof-Brown, A., Distinguishing between Employees’ Perceptions of Person– Job and Person–Organization Fit, Journal of Vocational Behavior, 2001, 59: 454–470.
  • LEMMINK, J., Schuijf, A., Streukens, S., The Role of Corporate Image and Company Employment Image in Explaining Application Intentions, Journal of Economic Psychology, 2003, 24: 1-15.
  • LIEVENS, F., Decaesteker, C., Coetsier, P., Organizational Attractiveness for Prospective Applicants: A Person-Organisation Fit Perspective, Applied Psychology: An International Review, 2001, 50(1): 30-51.
  • LIEVENS, F., Van Hoye, G., Schreurs, B., Examining The Relationship Between Employer Knowledge Dimensions and Organizational Attractiveness: An Application in A Military Context, Journal of Occupational and Organizational Psychology, 2005, 78: 553–572.
  • LYONS, B.D., Marler, J.H., Got image? Examining Organizational Image in Web Recruitment, Journal of Managerial Psychology, 2011, 26(1): 58-76.
  • MATTESON, M.T., Ivancevich, J.M., Controlling Work Stress: Effective Human Resource And Management Strategies, San Francisco: Jossey-Bass, 1987.
  • O’REILLY, C.A., Chatman, J., Caldwell, D., People and Organizational Culture: A Profile Comparison Approach to Assessing Person–Organization Fit, Academy of Management Journal, 1991, 34: 487–516.
  • POSNER, B.Z., Person-Organization Values Congruence: No Support for Individual Differences as a Moderating Influence, Human Relations, April 1992, 45(4): 351-361.
  • RENTSCH, J.R., McEven, A.M., Comparing Personality Characteristics, Values, and Goals as Antecedents of Organizational Attractiveness, International Journal of Selection and Assesment, September 2002, 10(3): 225- 234.
  • ROBERSON, Q.M., Collins, C.J., Oreg, S., The Effects of Recruitment Message Specificity on Applicant Attraction to Organizations, Journal of Business and Psychology, Spring, 2005, 19(3): 319-339
  • RYAN, A.M., Horvath, M., Kriska, S.D., The Role of Recruiting Source Informativeness and Organizational Perceptions in Decisions to Apply International Journal of Selection and Assessment, December 2005, 13(4): 235–249.
  • RYNES, S.L., Barber, A.E., Applicant Attraction Strategies: An Organizational Perspective, Academy of Management Review, 1990, 15: 286–310.
  • RYNES, S.L., Bretz Jr, R.D., Gerhart, B., The Importance of Recruıtment in Job Choice: A Different Way of Looking, Personnel Psychology, September 1991, 44(3): 487–521.
  • SCHNEIDER, B., Goldstein, H. W., Smith, D. B., The ASA framework: An Update, Personnel Psychology, 1995, 48, 747–773
  • SCHNEIDER, B., The People Make The Place, Personnel Psychology, 1987, 44: 763–792.
  • ŞİMŞEK, Ö.F., Yapısal Eşitlik Modellemesine Giriş, Ekinoks: İstanbul, 2007.
  • SMITH, W.J., Wokutch, R.E., Harrington, K.V., Dennis, B.S., Organizational Attractiveness and Corporate Social Orientation: Do Our Values Influence Our Preference for Affirmative Action and Managing Diversity? Business and Society, 2004, 43(1): 69-96.
  • STETS, J.E., Burke, P.J., Identity Theory and Social Identity Theory, Social Psychology Quarterly, 2000, 63: 224-237.
  • STEVENS, C.K., Dragoni, L., Collins, C.J., Familiarity, Organizational Images, and Perceived Fit As Antecedents to The Application Decision of New Graduate, Paper presented at the 16th Annual Meeting of the Society for Industrial and Organizational Psychology, 2001, San Diego, CA.
  • TANAKA, J.S. How Big Is Big Enough? Sample Size and Goodness of Fit in Structural Equation Models with Latent Variables, Child Development, 58(1): 134-146.
  • TAYLOR, M.S., Collins, C.J., Organizational Recruitment: Enhancing The Intersection of Research and Practice, 2000, [Electronic version], http://digitalcommons.ilr.cornell.edu/articles/568
  • TOM, V.R., The Role of Personality and Organizational Images in The Recruiting Process, Organizational Behavior and Human Performance, 1971, 6: 573–592.
  • TURBAN, D.B., Dougherty, T.W., Influences of Campus Recruiting on Applicant Attraction to Firms, Academy of Management Journal, 1992, 35: 739–765.
  • TURBAN, D.B., Forret, M.L., Hendrickson, C.L., Applicant Attraction to Firms: Influences of Organization Reputation, Job and Organizational Attributes, and Recruiter Behaviors, Journal of Vocational Behavior, 1998, 52: 24–44.
  • TURBAN, D.B., Greening, D.W. (1997). Corporate Social Performance and Organizational Attractiveness to Prospective Employees, Academy of Management Journal,1997, 40: 658–672.
  • TURBAN, D.B., Greening, D.W., Corporate Social Performance and Organizational Attractiveness, Academy of Management Journal, 1997, 40: 658–672.
  • TURBAN, D.B., Keon, T.L., Organizational Attractiveness: An Interactionist Perspective, Journal of Applied Psychology, 1993, 78(2): 184-193.
  • TURBAN, D.B., Lau, C.M., Ngo, H.Y., Chow, I.H.S., Si, S.X., Organizational Attractiveness of Firms in the People’s Republic of China: A Person-Organization Fit Perspective, Journal of Applied Psychology, 2001, 86(2): 194-206.
  • TURBAN, D.B., Organizational Attractiveness as an Employer on College Campuses: An Examination of the Applicant Population, Journal of Vocational Behavior, 2001, 58: 293–312.
  • TZINER, A., Congruency Issue Retested Using Fineman’s Achievement Climate Notion, Journal of Social Behavior and Personality, February 1987, 2(1): 63-78.
  • VALENTINE, S., Godkin, L., Lucero, M., Ethical Context, Organizational Commitment, and Person-Organization Fit, Journal of Business Ethics, 2002, 41: 349–360,
  • VAN HOOFT, E.A.J., Bom, M.P., Taris, T.W., Van der Flier, H., Ethnic and Gender Differences in Applicants’ Decision-Making Processes: An Application of the Theory of Reasoned Action, International Journal of Selection and Assessment, June 2006, 14(2): 156-166.
  • VAN VIANEN, A.E.M., Person–Organization Fit: The Match between Newcomers’ and Recruiters’ Preferences for Organizational Cultures, Personnel Psychology, 2000, 53, 113–149.
  • VERQUER, M.L., Beehr, T.A., Wagner, S.H., A Meta-Analysis of Relations between Person-Organization Fit and Work Attitudes, Journal of Vocational Behavior, 2003, 63: 473-489.
  • WESTERMAN, J.W., Cyr, L.A., An Integrative Analysis of Person–Organization Fit Theories, International Journal of Selection and Assessment, September 2004, 12(3): 252-261.
  • WHEELER, A.R., Gallagher, V.C., Brouwer, R.L., Sablynski, C.J., When Person–Organization (Mis)fit and (Dis)satisfaction Lead To Turnover: The Moderating Role of Perceived Job Mobility, Journal of Managerial Psychology, 2007, 22: 203-219.

ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ

Year 2013, Volume: 34 Issue: 1, 153 - 173, 14.03.2015

Abstract

Günümüzde işletmeye rekabet avantajı kazandıran insan sermayesini geliştiren önemli faaliyetlerden biri etkin seçme ve işe alma sürecidir. İnsan kaynağı seçme ve işe alma süreci yetenekli çalışanların örgüte kazandırılmasındaki en önemli faaliyettir. Yetenekli çalışanları örgüte çekebilmek, onlarda işe başvurma isteği yaratabilmek adayın algıladığı örgütsel çekicilik düzeyine ve örgütle uyumlu olduğu algısına bağlı olarak değişmektedir. Bu araştırma kurum imajı, tanınırlık, algılanan kişi-örgüt uyumu, örgütsel çekicilik ve adayın işe başvurma niyeti arasındaki ilişkileri incelemektedir. Literatürden geliştirilen araştırma modeli 352 üniversite son sınıf öğrencisi üzerinde test edilmiş ve kabul edilmiştir. Bu bağlamda işletmeler nitelikli insan kaynağı için modeldeki değişkenleri göz önüne alan seçme-işe alma süreci ve tanıtım faaliyetleri sürdürmelidirler. Çalışmanın bulgularından hareketle; tanınırlık, imaj, algılanan kişi-örgüt uyumu, örgütsel çekiciliğin işe başvurma niyetini dolaylı ve dolaysız olarak etkilediği ifade edilebilir.

References

  • AIMAN-SMITH, L, Bauer, T., Cable, D., Are you attracted? Do You Intend to Pursue? A Recruiting Policy-Capturing Study, Journal of Business and Psychology, 2001, 16: 219-237.
  • BACKHAUS, K.B., Stone, B.A., Heiner, K., Exploring the Relationship Between Corporate Social Performance and Employer Attractiveness, Business and Society, 2002, 41: 292-318.
  • BELT, J.A., Paolillo, J.G.P., The Influence of Corporate Image and Specificity of Candidate Qualifications on Response To Recruitment Advertisements, Journal of Management, 1982, 8: 105-112.
  • BRETZ, R.D., Judge, T.A. (1994). Person–organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44(1), 32–54.
  • CABLE, D., Judge, T.A., Pay Preferences and Job Search Decisions: A Person-Organization Fit Perspective, Personnel Psychology, 1994, 47: 317–348.
  • CABLE, D.M., DeRue, D.S., The Convergent and Discriminant Validity of Subjective Fit Perceptions, Journal of Applied Psychology, 2002, 87: 875–884.
  • CABLE, D.M., Graham, M.E. The Determinants of Job Seekers’ Reputation Perceptions, Journal of Organizational Behaviour, 2000, 21: 929-947.
  • CABLE, D.M., Judge, T.A., Person–Organization Fit, Job Choice Decisions, and Organizational Entry, Organızational Behavior and Human Decision Processes, September 1996, 67(3): 294–311.
  • CABLE, D.M., Turban, D.B., Establishing The Dimensions, Sources and Value of Job Seekers’ Employer Knowledge During Recruitment, Personnel and Human Resources Management, 2001, 20: 115-163.
  • CARLESS, S.A., Person–Job Fit Versus Person–Organization Fit as Predictors of Organizational Attraction and Job Acceptance Intentions: A Longitudinal Study, Journal of Occupational and Organizational Psychology, 2005, 78: 411–429
  • CHAPMAN, D.S., Uggerslev, K.L., Carroll, S.A., Piasentin, K.A., Jones, D.A., Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of The Correlates of Recruiting Outcomes, Journal of Applied Psychology, 2005, 90(5): 928–944.
  • CHATMAN, J.A., Improving Interactional Organizational Research: A Model of Person-Organization Fit, Academy of Management Review, 1989, 14, 333–349.
  • CHATMAN, J.A., Matching People and Organizations: Selection and Socialization in Public Accounting Firms, Administrative Science Quarterly, 1991, 36: 459–484.
  • FOMBRUN, C., Shanley, M., What’s in a Name? Reputation Building and Corporate Strategy, Academy of Management Journal, 1990, 33(2): 233-258.
  • GATEWOOD, R.D., Gowen, M. A., Lautenschlager, G.J., Corporate Image, Recruitment Image, and Initial Job Choice Decisions, Academy of Management Journal, 1993, 36: 414–427.
  • GOMES, D., Neves, J., Organizational Attractiveness and Prospective Applicants’ Intentions to Apply, Personnel Review, 2011, 40(6): 684-699.
  • GRAY, E.R., Balmer, J.M.T., Managing Corporate Image and Corporate Reputation, Long Range Planning, October 1998, 31(5): 695-702.
  • HOFFMAN, B.J., Woehr, D.J., A Quantitative Review of The Relationship Between Person–Organization Fit and Behavioral Outcomes, Journal of Vocational Behavior, 2006, 68: 389-399.
  • JUDGE, T.A., Cable, D.M., Applicant Personality, Organizational Culture, and Organization Attraction, Personnel Psychology, 1997, 50: 359–394.
  • KELLOWAY, K., Using LISREL for Structural Equation Modelling, Sage: London, 1998.
  • KRISTOF, A.L., Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications, Personnel Psychology, March 1996, 49(1):1-49.
  • KRISTOF-BROWN, A.L., Zimmerman, R.D., Johnson, E.C., Consequences of Individuals’ Fit at Work: A Meta-Analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit, Personnel Psychology, 2005, 58: 281-342.
  • LAUVER, K.L., Kristof-Brown, A., Distinguishing between Employees’ Perceptions of Person– Job and Person–Organization Fit, Journal of Vocational Behavior, 2001, 59: 454–470.
  • LEMMINK, J., Schuijf, A., Streukens, S., The Role of Corporate Image and Company Employment Image in Explaining Application Intentions, Journal of Economic Psychology, 2003, 24: 1-15.
  • LIEVENS, F., Decaesteker, C., Coetsier, P., Organizational Attractiveness for Prospective Applicants: A Person-Organisation Fit Perspective, Applied Psychology: An International Review, 2001, 50(1): 30-51.
  • LIEVENS, F., Van Hoye, G., Schreurs, B., Examining The Relationship Between Employer Knowledge Dimensions and Organizational Attractiveness: An Application in A Military Context, Journal of Occupational and Organizational Psychology, 2005, 78: 553–572.
  • LYONS, B.D., Marler, J.H., Got image? Examining Organizational Image in Web Recruitment, Journal of Managerial Psychology, 2011, 26(1): 58-76.
  • MATTESON, M.T., Ivancevich, J.M., Controlling Work Stress: Effective Human Resource And Management Strategies, San Francisco: Jossey-Bass, 1987.
  • O’REILLY, C.A., Chatman, J., Caldwell, D., People and Organizational Culture: A Profile Comparison Approach to Assessing Person–Organization Fit, Academy of Management Journal, 1991, 34: 487–516.
  • POSNER, B.Z., Person-Organization Values Congruence: No Support for Individual Differences as a Moderating Influence, Human Relations, April 1992, 45(4): 351-361.
  • RENTSCH, J.R., McEven, A.M., Comparing Personality Characteristics, Values, and Goals as Antecedents of Organizational Attractiveness, International Journal of Selection and Assesment, September 2002, 10(3): 225- 234.
  • ROBERSON, Q.M., Collins, C.J., Oreg, S., The Effects of Recruitment Message Specificity on Applicant Attraction to Organizations, Journal of Business and Psychology, Spring, 2005, 19(3): 319-339
  • RYAN, A.M., Horvath, M., Kriska, S.D., The Role of Recruiting Source Informativeness and Organizational Perceptions in Decisions to Apply International Journal of Selection and Assessment, December 2005, 13(4): 235–249.
  • RYNES, S.L., Barber, A.E., Applicant Attraction Strategies: An Organizational Perspective, Academy of Management Review, 1990, 15: 286–310.
  • RYNES, S.L., Bretz Jr, R.D., Gerhart, B., The Importance of Recruıtment in Job Choice: A Different Way of Looking, Personnel Psychology, September 1991, 44(3): 487–521.
  • SCHNEIDER, B., Goldstein, H. W., Smith, D. B., The ASA framework: An Update, Personnel Psychology, 1995, 48, 747–773
  • SCHNEIDER, B., The People Make The Place, Personnel Psychology, 1987, 44: 763–792.
  • ŞİMŞEK, Ö.F., Yapısal Eşitlik Modellemesine Giriş, Ekinoks: İstanbul, 2007.
  • SMITH, W.J., Wokutch, R.E., Harrington, K.V., Dennis, B.S., Organizational Attractiveness and Corporate Social Orientation: Do Our Values Influence Our Preference for Affirmative Action and Managing Diversity? Business and Society, 2004, 43(1): 69-96.
  • STETS, J.E., Burke, P.J., Identity Theory and Social Identity Theory, Social Psychology Quarterly, 2000, 63: 224-237.
  • STEVENS, C.K., Dragoni, L., Collins, C.J., Familiarity, Organizational Images, and Perceived Fit As Antecedents to The Application Decision of New Graduate, Paper presented at the 16th Annual Meeting of the Society for Industrial and Organizational Psychology, 2001, San Diego, CA.
  • TANAKA, J.S. How Big Is Big Enough? Sample Size and Goodness of Fit in Structural Equation Models with Latent Variables, Child Development, 58(1): 134-146.
  • TAYLOR, M.S., Collins, C.J., Organizational Recruitment: Enhancing The Intersection of Research and Practice, 2000, [Electronic version], http://digitalcommons.ilr.cornell.edu/articles/568
  • TOM, V.R., The Role of Personality and Organizational Images in The Recruiting Process, Organizational Behavior and Human Performance, 1971, 6: 573–592.
  • TURBAN, D.B., Dougherty, T.W., Influences of Campus Recruiting on Applicant Attraction to Firms, Academy of Management Journal, 1992, 35: 739–765.
  • TURBAN, D.B., Forret, M.L., Hendrickson, C.L., Applicant Attraction to Firms: Influences of Organization Reputation, Job and Organizational Attributes, and Recruiter Behaviors, Journal of Vocational Behavior, 1998, 52: 24–44.
  • TURBAN, D.B., Greening, D.W. (1997). Corporate Social Performance and Organizational Attractiveness to Prospective Employees, Academy of Management Journal,1997, 40: 658–672.
  • TURBAN, D.B., Greening, D.W., Corporate Social Performance and Organizational Attractiveness, Academy of Management Journal, 1997, 40: 658–672.
  • TURBAN, D.B., Keon, T.L., Organizational Attractiveness: An Interactionist Perspective, Journal of Applied Psychology, 1993, 78(2): 184-193.
  • TURBAN, D.B., Lau, C.M., Ngo, H.Y., Chow, I.H.S., Si, S.X., Organizational Attractiveness of Firms in the People’s Republic of China: A Person-Organization Fit Perspective, Journal of Applied Psychology, 2001, 86(2): 194-206.
  • TURBAN, D.B., Organizational Attractiveness as an Employer on College Campuses: An Examination of the Applicant Population, Journal of Vocational Behavior, 2001, 58: 293–312.
  • TZINER, A., Congruency Issue Retested Using Fineman’s Achievement Climate Notion, Journal of Social Behavior and Personality, February 1987, 2(1): 63-78.
  • VALENTINE, S., Godkin, L., Lucero, M., Ethical Context, Organizational Commitment, and Person-Organization Fit, Journal of Business Ethics, 2002, 41: 349–360,
  • VAN HOOFT, E.A.J., Bom, M.P., Taris, T.W., Van der Flier, H., Ethnic and Gender Differences in Applicants’ Decision-Making Processes: An Application of the Theory of Reasoned Action, International Journal of Selection and Assessment, June 2006, 14(2): 156-166.
  • VAN VIANEN, A.E.M., Person–Organization Fit: The Match between Newcomers’ and Recruiters’ Preferences for Organizational Cultures, Personnel Psychology, 2000, 53, 113–149.
  • VERQUER, M.L., Beehr, T.A., Wagner, S.H., A Meta-Analysis of Relations between Person-Organization Fit and Work Attitudes, Journal of Vocational Behavior, 2003, 63: 473-489.
  • WESTERMAN, J.W., Cyr, L.A., An Integrative Analysis of Person–Organization Fit Theories, International Journal of Selection and Assessment, September 2004, 12(3): 252-261.
  • WHEELER, A.R., Gallagher, V.C., Brouwer, R.L., Sablynski, C.J., When Person–Organization (Mis)fit and (Dis)satisfaction Lead To Turnover: The Moderating Role of Perceived Job Mobility, Journal of Managerial Psychology, 2007, 22: 203-219.
There are 58 citations in total.

Details

Primary Language Turkish
Journal Section Makaleler
Authors

Müge Yıldız

Publication Date March 14, 2015
Submission Date March 14, 2015
Published in Issue Year 2013 Volume: 34 Issue: 1

Cite

APA Yıldız, M. (2015). ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ. Marmara Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 34(1), 153-173.
AMA Yıldız M. ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi. March 2015;34(1):153-173.
Chicago Yıldız, Müge. “ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ”. Marmara Üniversitesi İktisadi Ve İdari Bilimler Dergisi 34, no. 1 (March 2015): 153-73.
EndNote Yıldız M (March 1, 2015) ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi 34 1 153–173.
IEEE M. Yıldız, “ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ”, Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi, vol. 34, no. 1, pp. 153–173, 2015.
ISNAD Yıldız, Müge. “ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ”. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi 34/1 (March 2015), 153-173.
JAMA Yıldız M. ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi. 2015;34:153–173.
MLA Yıldız, Müge. “ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ”. Marmara Üniversitesi İktisadi Ve İdari Bilimler Dergisi, vol. 34, no. 1, 2015, pp. 153-7.
Vancouver Yıldız M. ALGILANAN KİŞİ-ÖRGÜT UYUMU, TANINIRLIK, İMAJ, ÖRGÜTSEL ÇEKİCİLİK VE İŞE BAŞVURMA NİYETİ ARASINDAKİ İLİŞKİLERİN YAPISAL EŞİTLİK MODELLEMESİ İLE İNCELENMESİ. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi. 2015;34(1):153-7.

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