Using Person-Organization Fit to Select Employees for High-Turnover Jobs

9 Pages Posted: 8 Mar 2007

See all articles by Malcolm C. McCulloch

Malcolm C. McCulloch

LIMRA International

Daniel B. Turban

University of Missouri - Department of Management

Abstract

Using a concurrent validation strategy, we examine the incremental value of a measure of actual person-organization fit (P-O fit) as a selection tool beyond cognitive ability for predicting continued length of service and performance for call center agents, a job with historically high turnover. P-O fit was operationalized as the correlation between managers' descriptions of the work culture with participants' work preferences. P-O fit added significant incremental variance in predicting employee retention, but was not related to performance. We discuss the implications of the results and suggest that firms should consider using measures of P-O fit in their selection battery, in particular when turnover is a significant problem.

Suggested Citation

McCulloch, Malcolm C. and Turban, Daniel B., Using Person-Organization Fit to Select Employees for High-Turnover Jobs. International Journal of Selection and Assessment, Vol. 15, No. 1, pp. 63-71, March 2007, Available at SSRN: https://ssrn.com/abstract=969149 or http://dx.doi.org/10.1111/j.1468-2389.2007.00368.x

Malcolm C. McCulloch (Contact Author)

LIMRA International ( email )

300 Day Hill Road
Windsor, CT 06095
United States

Daniel B. Turban

University of Missouri - Department of Management ( email )

United States

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