A New Approach to Measurement Development for Group-Level Fit

성지영 사단법인 한국융합기술연구학회 2024 아시아태평양융합연구교류논문지 Vol.10 No.8

This study proposes a new approach to measuring group-level person-group (PG) fit and its impact on team outcomes. The present study examines and extends the measurement of group-level PG fit. It presents a comprehensive review of the literature on multilevel PG fit, explicitly incorporating the effects of the multidimensionality of fit perception on team outcomes at the group level. Specifically, this study proposes that the new development and exploration of group-level PG fit perception through superordinate (reflective measures) and aggregate construct (formative measures) positively affect team outcomes such as group cohesion, reflexivity, and team creativity. This study also suggests five types of fit perception: value, goals, personalities, needs-supplies (NS), and demands-abilities (DA) fit as distinct dimensions and an overall group-level fit on team outcomes. The study explores the applicability of the superordinate and aggregate constructs of group-level fit to work settings. It also examines five types of individual-level fit perception: values, goals, personalities, NS fit, and DA fit, and their impact on individual outcomes from multilevel approaches. The framework presented in this study not only provides insight into how different group-level PG fits affect team outcomes but also offers practical implications for organizations to enhance team performance, thereby enlightening and informing the audience. However, it also underscores the need for future research to focus on the empirical evidence for the distinctiveness of group-level fit to examine similar dimensionality issues at the team and individual levels, thereby highlighting the importance of the topic and the potential for further development in the field.

An Integral Approach to Person-Group Fit at Multiple Levels

성지영,홍두승,윤혜정 사단법인 한국융합기술연구학회 2024 아시아태평양융합연구교류논문지 Vol.10 No.10

This paper introduces a new multilevel framework for explaining person-group (PG) fit across different levels of analysis, focusing on its antecedents and consequences in a causal chain. Most earlier studies have examined fit at the individual level, while attention to analysis at the group level is relatively recent. Given the characteristics of PG fit, this review emphasizes PG fit at multiple levels, specifically investigating more in-depth mechanisms that connect group-level fit to its causes and outcomes. In doing so, we explore significant features and limitations of the existing literature, recognizing the importance of fit in teams or groups. As the antecedents of PG fit have not received sufficient attention in prior research, we reflect such limitations in this integrative review. The paper also highlights the relationship between PG fit and its corresponding outcomes at both individual and group level by using various content dimensions of PG fit. Despite identifying group diversity as a significant antecedent of PG fit, a comprehensive fit theory or mechanism explaining how diversity influences PG fit at both individual and group levels needs further elaboration. Finally, this paper provides theoretical and practical implications for the differential effects of fit dimensions on psychological affect and team outcomes.

일과 삶의 균형 차원에서 개인-조직 부합과 개인-집단 부합이 직무열의에 미치는 효과

박재민,박형인 한국산업및조직심리학회 2023 한국심리학회지 산업 및 조직 Vol.36 No.2

This study investigated the effects of person-organization (P-O) fit and person-group (P-G) fit in terms of the dimension of work and life balance on three facets of work engagement (vigor, dedication, and absorption) using polynomial regressions and response surface graphs. Considering the different environmental characteristics of organization and group, different approaches of supplementary fit and complementary fit were applied to P-O fit and P-G fit, respectively. Participants were 350 South Korean employees whose organization had 50 or more employees and who belonged to a separate department or group. Survey results indicated that dedication decreased on both directions of P-O misfit. In addition, vigor and dedication increased along the congruence line where P-O fit matched at high-high scores rather than low-low scores. As to P-G misfit, none of the coefficients were significant, not supporting the hypothesis. However, absorption increased along the P-G fit, showing a linear relationship. Even though vigor and dedication also increased, their rates of increase decreased exceeding a certain level, showing curvilinear relationships. Our findings suggest that managers may be able to improve dedication by intervening for P-O misfit for work and life balance. Also, results on the congruence line between P-O fit and P-G fit imply different roles of organization and group regarding work engagement. Based on these results, we discussed theoretical and practical implications and suggested future research. 본 연구는 일과 삶의 균형 차원에서 평가한 개인-조직 부합과 개인-집단 부합이 직무열의의 세 하위요인인 활력, 헌신, 그리고 몰두에 미치는 효과를 다(차)항회귀분석과 반응표면 그래프를 통해 확인하였다. 환경적 특성에서의 조직과 집단의 차이를 고려하여 두 부합을 상호일치적 관점과 상호보완적 관점의 각기 다른 접근법으로 측정하였다. 조직의 규모가 50인 이상이면서 조직 내 별도로 소속된 부서가 있는 만 19세 이상의 전일제 직장인 또는 공무원 350명을 대상으로 설문조사를 하여 자료를 수집하였다. 그 결과, 개인과 조직이 불일치할 때 양방향 모두에서 헌신이 감소하였고, 개인과 조직이 일치하는 경우에는 낮은 수준에서 일치할 때보다 높은 수준에서 일치할수록 활력과 헌신이 증가하였다. 개인-집단 부합의 경우, 불일치는 직무열의를 유의하게 설명하지 않았다. 반면, 개인과 집단이 일치하는 경우에는 저-저 일치보다 고-고 일치일 때 몰두가 증가하는 선형 관계가 관찰되어서 가설이 지지되었다. 그렇지만 활력과 헌신의 경우에는 일정 수준까지만 증가하는 비선형 관계가 나타났다. 이를 바탕으로 학문적 및 실무적 함의점을 제시하고, 연구의 한계점에 따른 후속연구 방안을 제안하였다.

Understanding the Role of Person-Group Fit in Driving Job Performance: A Focus on the Interaction of PG Fit

Linyuan Zhang,Jee Young Seong,홍두승,Hye Jung Yoon 서울대학교 사회발전연구소 2024 Journal of Asian Sociology Vol.53 No.4

This study explores how the interactive relation of person-group (PG) fit affects job performance. From the standpoint of situation strength theory, this study hypothesizes an interactive effect of PG fit content dimensions such as value and personality fit as boundary conditions, on the relationship between PG demands-abilities (DA) fit and job performance. Our analysis finds that when the boundary condition of fit (value and personality fit) is low, the main effect of DA fit on job performance is positive. In contrast, the main effect is negative when the boundary condition is high. The present study also reexamines new phenomena often overlooked in fit studies, providing practical implications for organizational research.

개인-조직 가치 적합성과 집단응집력의 관계에서 인지부조화의 매개효과

이재만,정경은 한국관광산업학회 2014 Tourism Research Vol.39 No.1

This study is to empirically analyze the impact of an employee perceived personal-organizational fit on the group Cohesiveness, and how the cognitive dissonance plays a parametric role on the group cohesion power based on the personal-organizational fit. this study set as from September 27th, 2013 to October 18th used 179 copies(targeting hotel employees, hotels located in Seoul). first the result of a hypothesis 1, the influence relationship between the person-organization fit and the group cohesiveness was a show a positive(+) influence. Second hypothesis 2, the influence relationship between the person-organization fit and the cognitive dissonance did not appear to be statistically significant. Third hypothesis 3, the influence relationship between the cognitive dissonance and the group cohesiveness was appeared to influence in the negative(-) influence. Fourth hypothesis 4, mediating effect analysis was did not appear to be significant. Implications of this results is that individuals feel attractiveness and a sense of belonging when the values of individuals and those of organization match, and intend to keep consistent relationships with members of a group based on the consistency of the values. And an organization should minimize the situations that individuals experience the cognitive dissonance and disharmony phenomena, and prepare the conditions where individuals can more concentrate and aggregate to a group to contribute to the outcomes of organization by constructing a path to resolve internal conflicts causeb by disharmony.

조직 구성원의 개인-환경 부합과 정직성이 직장 내 일탈행동에 미치는 영향

김영일,유태용 한국산업및조직심리학회 2008 한국심리학회지 산업 및 조직 Vol.21 No.1

이 연구의 첫 번째 목적은 국내 기업에서 직장 내 일탈행동을 나타내는 구성요인들을 실증적으로 파악하여 측정척도를 개발하는 것이었다(연구 1). 두 번째 목적은 다양한 형태의 개인-환경 부합(개인-조직, 개인-부서, 개인-직무, 개인-상사 부합)과 정직성이 직장 내 일탈행동에 미치는 영향을 살펴보고, 정직성이 개인-환경 부합과 직장 내 일탈행동 간의 관계를 조절하는지를 알아보는 것이었다(연구 2). 연구 1에서는 먼저 문헌조사를 통해 문항을 수집하고, 현직자 30명을 대상으로 개방형 설문조사와 집단면접을 실시하여 국내기업 상황에 적합한 문항들을 추가로 수집하였다. 중복 또는 유사 문항에 대한 검토와 적절성 평정을 통해 문항들을 제외한 후, 총 60개 문항을 사용하여 199명의 현직자들로부터 얻은 자료에 대해 탐색적 요인분석을 실시하여 3개의 요인(비정직 행동, 규정위반 행동, 신체적 및 언어적 폭력행동)이 적절함을 발견하였다. 208명의 다른 현직자들을 대상으로 확인적 요인분석을 실시하여 3개 요인구조의 타당성을 검증하였다. 연구 2에서는 371명의 현직자들을 대상으로 설문조사를 실시하여 자료를 수집하였다. 연구 결과, 개인-환경 부합의 다양한 형태인 개인-조직 부합, 개인-부서 부합, 개인-직무 부합, 개인-상사 부합과 정직성은 모두 직장 내 일탈행동과 유의한 부적 상관을 나타내었다. 다차항 회귀분석과 반응표면 분석을 사용하여 개인-환경 부합과 직장 내 일탈행동 간의 관계를 분석한 결과도 대체로 유사하게 나타났다. 개인-조직 부합과 직장 내 일탈행동 간의 관계에서 정직성의 조절효과는 유의하지 않았지만, 개인-부서 부합, 개인-직무 부합, 개인-상사 부합과 직장 내 일탈행동 간의 관계에서는 정직성의 조절효과가 유의하였다. 마지막으로 이러한 연구 결과를 토대로 연구의 시사점과 제한점, 추후 연구과제에 대해서 논의하였다.

개인-직무 적합성이 객관적 및 주관적 경력성공에 미치는 영향: 성별 비교

이재영(Jae Young Lee),홍소정(Sojung Hong),이윤수(Yunsoo Lee) 학습자중심교과교육학회 2021 학습자중심교과교육연구 Vol.21 No.12

목적 본 연구의 목적은 청년 취업자의 개인-직무 적합성이 객관적⋅주관적 경력성공에 미치는 영향에서 성별 차이를 분석하는 데 있다. 방법 연구 목적을 달성하기 위해 한국고용정보원에서 수집한 대졸자직업이동경로조사(Graduates Occupational Mobility Survey; GOMS) 2017년 자료를 활용하였고, 만 35세 미만의 청년 재직자 중에서 근로시간 형태가 전일제이고, 상용직 근로자라고 응답한 임금근로자 9,640명(여자 4,092명, 남자 5,548명)의 자료를 분석하였다. 직업 적응 이론(The theory of work adjustment) 및 선행연구를 바탕으로 본 연구에서는 개인-직무 적합성으로 적성, 교육수준, 기술수준과 현재 직무수준과의 일치 정도를 활용하였고, 추가적으로 주전공과 복수전공이 직무와 일치하는 정도도 고려하였다. 객관적 경력성공을 측정하기 위해 임금 데이터를 사용했고, 주관적 경력성공을 측정하기 위해 직무 만족도를 사용했다. 결과 성별에 따른 다집단 경로 분석 결과, 개인-직무 적합성은 주관적 경력성공과 관련이 있었다. 남여 집단 모두 적성 일치 정도가 주관적 경력성공과 관련이 있었고, 교육수준 일치 정도는 여자 집단에서만 통계적으로 유의했으며, 기술수준 일치 정도는 두 집단 모두에서 유의하지 않았다. 한편, 남자 집단에서는 복수전공 일치 정도가 객관적 경력성공과, 주전공 일치 정도는 주관적 경력성공과 관련이 있었으나 여자 집단에서는 주전공 일치 정도가 객관적 경력성공과 관련이 있었다. 결론 본 연구는 분석 결과를 바탕으로 경력 초기에 해당하는 청년 재직자의 개인-직무 적합성과 경력성공의 관계, 남성과 여성의 차이에 대해 이론적⋅실천적 시사점에 대해 논의했다. Objectives The purpose of this study is to analyze gender differences in the relationship between job-person fit and objective and subjective career success of youth employees. Methods Using the 2017 Graduates Occupational Mobility Survey(GOMS) data collected by the Korea Employment Information Service, 9,640 wage workers (4,092 women, 5,548 men) were analyzed. Based on the theory of work adjustment and previous research, the present study utilized aptitude, education level, skill level, and major fit as job-person fit. Wage data were used to measure objective career success, and job satisfaction was used to measure subjective career success. Results Multi-group path analysis showed that aptitude fit was related to subjective career success in both male and female groups while education level fit was associated with subjective career success only in the female group. Skill level fit was not statistically significant in both groups. On the other hand, in the male group, the double major fit was related to objective career success, and the major fit was related to subjective career success. Conclusions Based on these findings, the present study provided the theoretical and practical implications for researchers and practitioners in the career development field.

손해사정법인 사무원의 환경적합성이 이직의도에 미치는 영향 - 인보험 심사ㆍ조사업무 중심으로 -

최강해 ( Ganghae Choi ),김명규 ( Myungkyu Kim ) 한국손해사정학회 2017 손해사정연구 Vol.16 No.-

There are many accidents in our society. Insurance is a system that economically prepares these accidents and risks. As our society continues to develop, insurance systems are also developing. In the event of an accident, the insured person will receive the insurance premium according to the details of the subscription. The Claims Adjusting System is an expert who calculates insurance claims. In 1977 the Claims Adjusting System begins the revision of insurance law in Korea. This system was designed to process insurance accidents fairly and quickly. It was made to prevent disputes between insurance companies and customers. Although Claims Adjusters work, but most of the work is done by the worker. Therefore, it is very important for workers to Claims Adjusting System. However, the research of the Claims Adjusting System workers is very insufficient. In this study, I conducted the environmental fitness and turnover intentions of Claims Adjusting System workers. . The research hypothesis and conclusion is as follows. H1. The organizational fit of the Claims Adjusting System workers will have a negative effect on the turnover intention. H2. The job fit of the Claims Adjusting System workers will have a negative effect on the turnover intention. H3. The superior fit of the Claims Adjusting System workers will have a negative effect on the turnover intention. H4. The peer fit of the Claims Adjusting System workers will have a negative effect on the turnover intention. The results of the study are as follows. The organizational fit, the job fit, the superior fit, the peer fit and the self-efficacy of the Claims Adjusting System workers had a negative effect on turnover intention. This result provides a more appropriate characteristic when the employee's character and company atmosphere are similar. Therefore, the company must find what the workers need and needs that must find jobs that the employee likes. In other words, the company must identify the employee's interests, values, abilities and aptitudes. However, peer conformance is less important than other fit. In other words, organizational fit, job fit, and superior fit are more important. The study on Claims Adjusting System etc is very insufficient. Various efforts are needed to develop the insurance industry in Korea.

개인-조직 가치 적합성과 집단응집력의 관계에서 인지부조화의 매개효과

이재민 ( Jae Man Lewe ),정경은 ( Gyeong Eun Chung ) 한국관광산업학회 2014 Tourism Research Vol.39 No.1

This study is to empirically analyze the impact of an employee perceived personal-organizational fit on the group Cohesiveness, and how the cognitive dissonance plays a parametric role on the group cohesion power based on the personal-organizational fit. this study set as from September 27th, 2013 to October 18th used 179 copies(targeting hotel employees, hotels located in Seoul). first the result of a hypothesis 1, the influence relationship between the person-organization fit and the group cohesiveness was a show a positive(+) influence. Second hypothesis 2, the influence relationship between the person-organization fit and the cognitive dissonance did not appear to be statistically significant. Third hypothesis 3, the influence relationship between the cognitive dissonance and the group cohesiveness was appeared to influence in the negative(-) influence. Fourth hypothesis 4, mediating effect analysis was did not appear to be significant. Implications of this results is that individuals feel attractiveness and a sense of belonging when the values of individuals and those of organization match, and intend to keep consistent relationships with members of a group based on the consistency of the values. And an organization should minimize the situations that individuals experience the cognitive dissonance and disharmony phenomena, and prepare the conditions where individuals can more concentrate and aggregate to a group to contribute to the outcomes of organization by constructing a path to resolve internal conflicts causeb by disharmony.

공공조직의 진성리더십이 집단창의성에 미치는 영향과 개인-환경적합성의 매개효과

김응조 ( Eung Jo Kim ),홍아정 ( Ah Jeong Hong ) 한국인력개발학회 2015 HRD연구 Vol.17 No.2

The importance of creativity has expanded to public sector as well as corporate sector since it has been considered as one of the critical elements to succeed in this ever-changing, competitive society. In this regard, the research examined influential variables that can improve group creativity, especially focusing on the effects of leadership and organizational environment. The purpose of the study was to analyze the influential relationship between public organization employees’ authentic leadership and group creativity and the mediating effect of person-environment fit between the two variables. 195 employees of public organization were randomly selected to participate and answer the online questionnaire survey. The study shows that the employees who perceived greater authentic leadership and person-environment fit had positive effect on group creativity. Also, all components of person-environment fit had partial mediating effects upon authentic leadership and group creativity. Based on the findings of the study, designing a support system that takes authentic leadership and person-environment fit into account in public organizations will improve their group creativity.