Justification and

methodology
-Anamika Shakya
 Justification
• This article mainly examines what kind of role the Person-Organization(P-O) fit
plays while making organizational selection decisions
• It inquires whether there is impact of the applicant-organization value congruence
on the interviewer P-O fit evaluation, interviewers hiring recommendation and the
organizational selection decision or not.
• The main goal of the present study is to integrate findings from past research
through a comprehensive empirical investigation of the role of P-O fit in
organizational selection decision.
 Methodology
• Primary Data
• Collection of the authentic data from 35 organizations in three different stages
through interview
• Time 1: 42 recruiters from 35 different organization completed the survey about their
organization(values)
• Time 2:Job seekers were contacted to complete the survey
• Time 3:Interviewers were again contacted and asked to complete a short survey that
reassessed their organizations values.
 Methodology
• Measurement of the values:
• For measuring Organizational values and Applicant values ,Organization Culture
profile (OCP)method has been used
• P-O fit assessment and Recommendation to hire was done through two item P-O fit
scale and three item scale
• Selection decision-Organization hiring decision was measured by using dummy
variable
• Applicants self monitoring tendencies were accessed using 18-item measure and
physical attractiveness were accessed through rating from a scale of 1 to 5
• Finally value congruence score was calculated to test the hypothesis.
 Methodology Contd..
• Secondary data:
Use of research papers of experts and researchers