Detail Job category, adaptation to change, and person-job fit Bibliografi Author: Satterwhite, Robert C. ; Feldman, Jack M. (Advisor) Topik: PSYCHOLOGY; INDUSTRIAL|PSYCHOLOGY; PERSONALITY Bahasa: (EN )    ISBN: 0-599-71650-9     Penerbit: Georgia Institute of Technology     Tahun Terbit: 1999     Jenis: Theses - Dissertation Fulltext: 9966999.pdf (0.0B; 27 download) Abstract The current project used Holland's (1966; 1985) theory of vocational choice to assert that different jobs have different levels of transitional demands and, therefore, people whose dispositions match these specific demands are more likely to be attracted to, selected into, and remain in that particular occupation. The result of attraction, selection, and attrition based on these types of demands would be different distributions of dispositions for incumbents of various specific occupational categories. In other words, occupations contain changes that are unique and, thus qualitatively different dispositional profiles are required to adapt to changes inherent in these jobs. Results were consistent with these predictions. Although person-job fit (i.e., the fit between adaptation relevant dispositions and the transitional demands of the job) did not predict performance criteria, there was some suggestion that “more” (e.g., more optimism) may be better when adapting to job-specific changes. Implications for selection and employee development are discussed. Opini Anda Klik untuk menuliskan opini Anda tentang koleksi ini! Lihat Sejarah Pengadaan  Konversi Metadata   Kembali

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