개인-직무 적합도 및 개인-조직 적합도와 고객접점 종업원의 행동 간의 관계: 매개경로에 대한 탐색

류성민 한국생산성학회 2016 생산성연구 Vol.30 No.2

This study examined the relationships among person-organization fit, person-job fit, and service behavior by employees in customer-contacted function. This study also examined mediating mechanisms of social exchange with organization and job involvement. We introduced ASA(attraction-selection-attrition) model to explain the relationship between independent variables and a dependent variable. We also introduced social exchange theory and JD-R model to explain the mediating effect of social exchange with organization and job involvement. To examine hypotheses, we collected the data from 204 flight crews in a large airlines of South Korea. The results of regression analysis showed that flight crews’ person-organization fit and person-job fit were positively related to flight crews’ service behavior. The results also showed that flight crews’ person-organization fit was positively related to their social exchange with organization, and that flight crews’ person-job fit was positively related to their job involvement. Finally, the results also showed that flight crews’ social exchange with organization and job involvement were positively related to their service behavior. Consequently, two variables of flight crews’ fit were not only directly related to service behavior, but also indirectly related to service behavior through social exchange with organization and job involvement respectively. This study found the positive relationships among customer-contacted employees’ person-organization fit, person-job fit, and service behavior in service firms. This results showed the importance of cultural and psychological control system to customer-contacted employees in service firms. This study also found the mediating effects of social exchange with organization and job involvement to the relationships among person-organization fit, person-job fit, and service behavior. This results showed the mediating mechanisms for the relationship between person-environment fits and service behavior. We also discussed limitations and further research directions.

경찰 개인-조직간 성격유형 일치도가 조직신뢰에 미치는 영향 : 재직기관과 계급의 조절효과

권혜림 ( Hye Rim Kwon ) 한국경찰학회 2013 한국경찰학회보 Vol.15 No.2

This study explored personality type of an individual`s personality type police officers and police organizations and measured the degree of matching of individual`s personality type and police organization`s personality type. In addition, the impact Person-Organization fit (P-O fit) to Organizational trust has been examined. And ``Tenure``, & ``Rank`` of A P-O fit to Organizational trust on the impact of the moderating effects were analyzed. 560 police officers` response in actual analysis, MBTI personality type, OPTI organization`s personality type, and Organizational trust were analyzed. Firstly, the frequency of individual`s personality type and organization`s personality type, in both individual`s personality type and organization`s personality type, ESTJ (Extra-version, Sensing, Thinking, Judging) type is the most common. Separated into four groups individual`s Person-Organization fit (P-O fit) Personality type fit, three or more concordance was 44.9%. Thus, Person-Organization fit (P-O fit) showed a relatively high. Specific differences in demographic and economic characteristics were analyzed, in over Graduate School of Education group and more than 40 groups, Person-Organization fit (P-O fit) showed highly. As individual`s personality type and organization`s personality type matches Organizational trust is higher. Police ranks acts as a moderating variable, The study results showed that the influence of Organizational trust on the Person-Organization fit (P-O fit) according to ranks.

개인-조직 및 개인-직무 적합성이 조직성과에 미치는 영향: 조직문화의 매개효과를 중심으로

김동신 대한지방자치학회 2024 한국지방자치연구 Vol.26 No.1

In the case of high person-organization fit and person-job fit, members of the organization can not only demonstrate their actual work ability for the job but also give a positive attitude toward the basic job attitude. Public institutions that are pursuing publicity and efficiency at the same time place importance on how much individual competencies, values, and attitudes satisfy the organization's culture, job skills, and necessary knowledge from the selection process. In this respect, the need to analyze the influence of person-organization fit and person-job fit on organizational performance is raised. Since person-organization fit and person-job fit are closely related to organizational culture, this study aims to study that person-organization fit and person-job fit can have direct effects on organizational performance as well as the mediating effects on the relationships between person-organization fit and person-job fit and organizational performance. In order to achieve the purpose of the study, the analysis was based on the survey data of 197 people, excluding those who responded insincerely among the survey responses conducted from September 2019 to December 2021. The main analysis results of this study are as follows. First, it can be seen that both organizational culture, that is, group culture and hierarchical culture, have a positive influence on organizational performance. Second, the influence of person-organization fit and person-job fit on organizational culture is found to be significant. Third, there is a difference in the influence of person-organization fit and person-job fit on organizational performance. It cannot be argued that perosn-job fit has a direct positive influence on organizational performance, whereas person-organization fit directly affects organizational performance. However, it turns out that the complete mediating effect of organizational culture exists in the relationships between person-organization fit and organizational performance.

개인-직무 적합성과 개인-조직 적합성이 직무 번영감에 미치는 영향: 코칭리더십의 조절효과

윤선화,이희옥,김해룡,정동섭 한국인적자원관리학회 2025 인적자원관리연구 Vol.32 No.1

조직 내·외부는 끊임없이 변화하는 환경 속에서 경쟁우위를 확보하기 위해 치열하게 경쟁하고 있으며, 이러한 상황에서 인적자원은 기업 경쟁력의 핵심 요인으로 작용한다(Lado & Wilson, 1994; Anker, 2021). 인적자원은 모방 가능성과 대체성이 낮고 다양한 환경 속에서 성장할 수 있기 때문에(Peteraf & Barney, 2003) 조직의 경쟁력을 좌우하며, 개인의 특성과 조직 환경과의 적합성에 따라 성과가 상이하게 나타난다. 이러한 배경에서, 인적자원 관리(HRM)와 조직 연구에서는 개인-직무 적합성(Person-Job Fit, P-Fit)과 개인-조직 적합성(Person-Organization Fit, P-O Fit)이 조직 성과와 개인 만족도를 향상시키는 중요한 요인으로 다루어진다. 본 연구의 목적은 다음과 같다. 첫째, ASA(attraction-selection-attrition) 이론에 기반 하여, 개인이 조직을 선택할 때 직무나 조직에 대해 높은 적합성을 인지할수록 조직에 대한 애착이 증대됨을 검증하고자 한다(Cable & Judge, 1996). 이러한 높은 적합성은 구성원이 직무 수행 중 활력(vitality)과 학습(learning)을 동시에 경험하는 긍정적 심리 상태로 이어진다(Spreitzer et al., 2005). 본 연구는 이와 같은 관점에서 개인-직무 적합성과 개인-조직 적합성이라는 두 유형의 적합성이 직무 번영감에 미치는 구체적인 영향을 탐구한다. 둘째, 코칭 리더십이 개인-직무 적합성과 개인-조직 적합성이 직무 번영감에 미치는 관계를 어떻게 조절하는지 검증하고자 한다. 리더십은 고정된 개념이 아니라 구성원의 업무와 조직 환경 등 다양한 맥락에 따라 그 효과가 달라질 수 있으며(Whittington, Goodwin, & Murray, 2004), 개인이 직무 또는 조직과 잘 맞을수록 코칭 리더십이 구성원에게 미치는 긍정적 영향을 더욱 증대시킬 수 있다고 가정한다. 연구 대상은 국내 기업에 재직 중인 근로자로, 2023년 9월부터 10월 사이 두 차례에 걸쳐 온라인 설문조사를 통해 자료를 수집하였다. 동일한 응답자 대상으로 각 변인을 3주 간격으로 측정하였으며, 두 차례의 설문에 모두 응답한 총 441명 중 결측치 및 불성실한 응답을 제외한 427명의 데이터를 최종 분석에 활용하였다. 연구 결과는 다음과 같다. 첫째, 개인-직무 적합성은 구성원의 직무 번영감에 정(+)의 유의한 영향을 미치는 것으로 나타났다. 둘째, 개인-조직 적합성 또한 구성원의 직무 번영감에 정(+)의 영향을 미쳤다. 셋째, 코칭 리더십은 개인-직무 적합성과 직무 번영감 간의 관계에서 유의한 조절 효과를 보였다. 넷째, 코칭 리더십은 개인-조직 적합성과 직무 번영감 간의 관계에서는 조절 효과를 나타내지 않았다. Organizations are engaged in intense competition to secure a competitive advantage in an ever-changing environment, where human resources play a pivotal role in determining a firm's edge (Lado & Wilson, 1994; Anker, 2021). An employee's individual performance is influenced by personal characteristics as well as the degree of fit with the organizational environment. Consequently, in the fields of human resource management (HRM) and organizational studies, both person-job fit (P-J Fit) and person-organization fit (P-O Fit) are regarded as critical factors for enhancing organizational performance and individual satisfaction. The objectives of this study are twofold. First, drawing on the attraction-selection-attrition (ASA) theory, it is posited that person-environment fit fosters an individual's attachment to the organization. When employees perceive a high degree of fit with their job or organization, their organizational attachment increases (Cable & Judge, 1996), leading to a positive psychological state characterized by vitality and continuous learning during job performance (Spreitzer et al., 2005). From this perspective, the study aims to investigate the specific impacts of person-job fit and person-organization fit on job thriving. Second, this study seeks to examine the moderating effect of coaching leadership on the relationships between person-job fit, person-organization fit, and job thriving. Recognizing that leadership effectiveness is context-dependent—varying with the nature of work and the organizational environment (Whittington, Goodwin, & Murray, 2004)—this study posits that the degree of fit between an individual and their job or organization may amplify the influence of coaching leadership on employee outcomes. The subjects of this study were employees working in domestic companies. Data were collected through two surveys administered between September and October 2023, with a three-week interval between surveys for the same respondents. A total of 441 individuals participated in both surveys; after excluding responses with missing data or insufficient quality, 427 responses were retained for analysis. The results of this study are summarized as follows. First, person-job fit was found to positively influence employees' job thriving. Second, person-organization fit also had a positive effect on job thriving. Third, coaching leadership exhibited a moderating effect on the relationship between person-job fit and job thriving. Fourth, coaching leadership did not demonstrate a moderating effect on the relationship between person-organization fit and job thriving.

개인-환경 적합성이 조직 매력성과 직무태도에 미치는 영향

김민경(Min Kyung Kim),이청욱(Chung Wook Lee) 한국관광연구학회 2013 관광연구저널 Vol.27 No.4

The purpose of this work is to investigate how person-environment fit of hotel employees affects their organizational attractiveness and job attitude, and thereby to provide a fundamental material for human resource management. The results of this work are presented as follows: First, it was found that of person-environment fit factors, `person-job fit` and ``person-organization fit`, and ``person-supervisor fit`` positively affected organizational attractiveness. It means that when individual ability, job requirement, and the relationship with a supervisor are recognized to fit, they positively affect an employee`s job and organization. Secondly, it was found that organizational attractiveness positively affected job commitment and organization commitment. It means that the more an employee is attractive to an organization, the more he/she commits himself/herself to his/her job and organization. Thirdly, it was found that of person-environment fit factors, ``person-job fit`` and ``person-supervisor fit`` positively affected job commitment. Fourthly, it was found that of person-environment fit factors, ``person-job fit`` and ``person-organization fit`` positively affected organization commitment. It means that when individual ability and job requirement are recognized to fit, they positively affect an employee`s job and organization.

비서의 개인-조직적합성과 개인-직무적합성 인식이 이직의도에 미치는 영향

양지혜(Yang, Ji-Hye),김종인(Kim, Jong-In) 한국비서학회 2013 비서·사무경영연구 Vol.22 No.3

본 연구는 이직의도에 영향을 끼치는 여러 가지 요인들 중, 최근 지속적으로 강조되어 온 개인-조직적합성과 개인-직무적합성이 현직 비서들에게는 어떻게 적용되는지에 대해 알아보고자 하였다. 또한 비서직이 일반 사무직과 달리 상사와 개별적인 상호작용을 통해 그 관계를 형성해 나가는 업무적 특성을 고려하여 상사-부하 교환관계(LMX)가 개인-조직적합성과 자발적 이직의도 사이에서, 그리고 개인-직무적합성과 자발적 이직의도 사이에서 조절효과를 가지는지에 대해 살펴보았다. 현직 비서 131명의 설문을 분석하였으며, 회귀분석 결과 개인-조직적합성과 개인-직무적합성은 모두 자발적 이직의도에 유의한 부(-)의 영향을 미치는 것으로 나타났고 개인-조직적합성의 영향이 더 큰 것으로 분석되었다. 또 상사-부하 교환관계(LMX)의 조절효과를 알아보기 위한 이원배치분산분석 결과, LMX가 개인-조직적합성과 자발적 이직의도 사이, 그리고 개인-직무적합성과 자발적 이직의도 사이에서 유의한 조절효과를 보이는 것으로 나타났다. 이는 조직에서 비서 채용 시 지원자와 조직 간, 그리고 지원자와 비서직 특성 간의 부합 정도를 충분히 고려해야 한다는 점을 의미하며 특히 비서의 이직의도에 큰 영향을 끼치는 상사-부하 교환관계를 높일 수 있는 방안에는 어떤 것들이 있는지 구체적인 추후 연구가 필요할 것으로 보인다. This study aimed to find out the effects of Person-Organization Fit and Person-Job Fit on secretaries" Turnover Intention in organizations. And considering different job characteristics of secretaries building up relationships with leaders through individual interactions, it also tried to see the moderating effects of Leader-Member Exchange between Person-Organization Fit and Turnover Intention as well as between Person-Job Fit and Turnover Intention. To achieve the purpose, data were collected and analyzed from samples of 131 secretaries using SPSS/Windows 12.0. The findings are as follows. Firstly, as a result of regression analysis, both Person-Organization Fit and Person-Job Fit had significant negative relationships with Turnover Intention and the effect of Person-Organization Fit was bigger. Secondly, as a result of ANOVA analysis to find out moderating effect of Leader-Member Exchange, it turned out Leader-Member Exchange had significant moderating effects in both between Person-Organization Fit and Turnover Intention, Person-Job Fit and Turnover Intention. This means fits between applicants and organizations, between applicants and the characteristics of secretarial jobs must be considered when hiring secretaries in organizations. Especially, further studies trying to find out concrete ways to increase Leader-Member Exchange level which has considerable effects on secretaries"s Turnover Intention are necessary.

소명의식이 직무태도에 미치는 영향: 개인-환경 적합성의 매개효과

오계택,이명주 한국생산성학회 2017 생산성연구 Vol.31 No.1

The purpose of this study is to explore the effect of calling on the job attitudes such as organizational citizenship behavior and intention to turnover. Especially, it proposed and examined the mediating role of person-environmental fit such as person-job fit and person-organization fit. Even though previous researches on calling have focused on the effect of calling on the job attitudes, they had limitation that did not explain a process in which calling influences the job attitudes. Nowadays, interests and concerns on the calling have been increased in Korean society, especially after the disaster event in a couple of years ago. However, the academic research on the calling has been in the early stage and little study has been conducted especially in the business administration area. Most of studies on the calling have been conducted in the psychology or theology areas and the calling has been treated as having a meaning of religious connotations. However, there has been some changes in the understanding on the calling and scholars started to consider the calling as one of important values in the vocational world. In the vein, some studies started to treat the calling in the organizational studies and personnel management fields. The calling can be interpreted one example of applying positive psychology to organizational environments. In this approach, the calling has been studied to have an impact on a variety of job attitudes. However, there has been little research on why and how the calling influences job attitudes. This study examines and focuses on the process of this effect and pays special attention to the role of person-environment fit such as person-job fit and person-organization fit. Especially, it presents the mediating effect of person-job fit and person-organization fit in the relationship between the calling and turnover intention and organizational citizenship behavior. To test this research model, we analyzed survey of the 513 newly employed employees in about 300 Korean domestic companies. According to the results of this study, the calling was found to have a positive effect on organizational citizenship behavior, but not for turnover intention. We also found statistically significant partially mediating effects of person-job fit between calling and organizational citizenship behavior. However, person-organization fit did not show statistically significant mediating effect in the relationship between calling and organizational citizenship behavior. In addition, person-job fit and person-organization fit had fully mediating effects in the relationship between calling and turnover intention. Based on the results of this study, we discuss theoretical and practical implications for research on calling. We also pointed out limitations of the study and presented directions for future research.

공공기관 구성원 개인의 직무 및 조직 적합성이 이직의도에 미치는 영향: 자기효능감의 매개효과

박지혜,윤동열,홍권표 대한경영학회 2019 大韓經營學會誌 Vol.32 No.12

In the rapidly changeable managerial environment, it perceived as a important factor inorder to get a advantage to compete with other organizations that is hiring people who is suitableto do a job of organization. The purpose of this study is to analyze the effects of person-job fitand person-organization fit on turnover intention in public institution. In addition, this study aimedto verify the mediating effect of self-efficacy. The researcher has distributed questionaires to 1,061 public workers and 217 of whichhave statistically been analyzed as follows. First, person-job fit and person-organization fit has anegative effect on turnover intention . Second, it was confirmed that person-job fit could have anegative effect on turnover intention by completely mediating self-efficacy. Through this, we verifiedthe importance of self-efficacy as an individual's psychological capital and a factor for the successfuldevelopment of human resources, and derived implications for finding ways to improve person-jobfit that can enhance such self-efficacy. Third, demographic variables and dependent variables wereset by referring to the characteristics of public transfer agencies. The empirical study was conductedby controlling the concordance between family residence and one's residence. Based on the resultsof this study, the higher the person-job fit, the higher the self-efficacy, and thus the lower the turnoverintention. It is expected to improve self-efficacy by searching for a plan and lower the turnoverintention. Despite the limitations of this study, this study was meaningful in that it was intendedto analyze the factors that influence the turnover of members of public institutions. Specifically, thisstudy suggests that the study was conducted with fitness as an independent variable, and that theeffort was made to analyze in depth with self-efficacy as a parameter. Individuals need to judgethe fit of person-job fit and their job, which are the elements of this study, and the person-organizationfit and fitness for organization. As a result, you can explore ways to build your career paths wiselyand carefully. 급변하는 경영환경 속에서 경쟁 우위를 확보하기 위해서는 조직의 미션과 직무 특성에 적합한 인재를 확보하고 유지하는 것이 중요시되고 있다. 이에 본 연구는 조직 구성원의 개인-직무 적합성과 개인-조직 적합성이이직의도에 미치는 영향을 규명하고자 하였다. 또한 주요한 개인의 내적 동기유발 요인인 자기효능감이 이직의도에 어떠한 영향을 미치는지에 대해서도 검증하고자 하였다.이를 위해 A 공공기관 구성원 1,061명에게 설문지를 배포하여 최종 217부를 통계 분석한 결과는 다음과같은 결과를 도출하였다. 첫째, 개인-직무 적합성과 개인-조직 적합성은 이직의도에 유의미한 부(-)의 영향을미치는 것으로 나타났다. 둘째, 개인-직무 적합성이 자기효능감을 완전매개로 하여 이직의도에 부(-)의 영향을미치는 것으로 확인하였다. 이를 통해 개인의 심리적 자본이자 성공적 인적자원개발을 할 수 있는 요인으로서의자기효능감의 중요성에 대해 검증하였고 이러한 자기효능감을 높일 수 있는 개인-직무 적합성 향상 방안을모색하게 하는 시사점을 도출하였다. 셋째, 지방이전 공공기관이라는 특성을 참고하여 인구통계학적 변수및 종속변수를 설정하였다. 가족 거주지와 본인 거주지의 일치 여부를 통제하여 실증연구를 진행하였다. 이러한연구결과를 바탕으로 개인-직무 적합성이 높을수록 자기효능감이 상승하여 이직의도를 낮출 수 있다는 유의한결과를 기반으로 A공공기관 구성원의 개인-직무 적합성을 높일 수 있는 다양한 조직 내 인적자원개발 방안을모색하여 자기효능감을 높이고 이를 통해 이직의도를 낮출 수 있을 것으로 기대한다.본 연구의 한계점은 A공공기관 종사자들만을 대상으로 국한된 표본을 반영하였다는 점, 설문지 기법이가지는 동일방법편의(common method bias)의 한계, 개인-직무 적합성이 높은 집단과 높지 않은 집단을 구분하여 집단간의 차이점을 분석해 보지 못한 점 등이 한계로 남는다.

기업의 공유가치와 개인가치의 부합이 개인의 직무성과에 미치는 영향 : 조직몰입 및 조직시민행동의 매개효과를 중심으로

박준혁,최장호,정연앙 한국기업경영학회 2014 기업경영연구 Vol.21 No.4

This study was conducted for the purpose of verifying whether the organizational effectiveness of strong culture is still valid on 21st century Korean conglomerates and how important the person-organizational value fit is for better organizational effectiveness of strong culture. Strong culture can generally be strengthen through shard value which is including the concept of firm's philosophy and belief. Even thought the strong culture offers a comprehensive explanation for organizational performance, the value misfit between each individual and organization don't have effect on individual's performance. An empirical study was conducted on 309 workers at Korea's A group B financial affiliate that is maintaining a strong culture emphasizing the importance of shared value, and in order to measure the person-organizational value fit, job attitude of individuals, etc., a survey was used, and for job performance, a three year evaluation of performance data was used. Through this study, strong culture is still working on Korean conglomerates and the person-organizational value fit is influencing positively on individual's job performance. The detailed results and implications verified through this study are as the following. First of all, it was found out that in order for shared value to furthermore contribute to company achievements and play the role of leading job perfor- mance of each individual, the acceptance level of shared value by the members of the organization, in other words, the 'person-organization value fit' is an important factor. The higher the person- organizational value fit people have, the better individual's job performance people make. Secondly, the shared value affects the job attitude of the members of the organization and is revealed as job performance. the person-organization fit affects the job performance with organization citizenship behavior as the medium, or organizational commitment and organizational citizenship behavior sequentially as dual medium that affects job performance. Finally, as for methods for enhancing the level of person-organizational value fit of the members of the organization, through the method of recruiting man power with high person-organization value fit through strengthening the process such as interviews and efforts of spreading shared value of the company such as shared value education etc., a method for organization socialization to enhance the acceptance of shared value by the members of the organization. 본 연구는 공유가치를 통한 강한 문화(strong culture)의 조직효과성이 21세기 한국 대기업에 여전히 유효한가를 확인하고, 공유가치를 통한 경영이 효과성을 얻기 위해 기업의 공유가치와 개인가치의 부합이 중요한 요인임을 확인하는 목적으로 수행되었다. 강한 기업문화는 일반적으로 기업의 경영철학, 신념, 가치관이 포함된 개념인 공유가치(shard value)를 통해 확인할 수 있는데, 이러한 기업의 공유가치가 잘 정립되었더라도 조직 구성원들의 가치, 신념과 부합하지 않아 동의 받지 못하면 기업의 공유가치는 그 본연의 역할을 수행하지 못하게 되고 개인의 직무행동에 영향을 주지 못하게 된다. 본 연구는 국내 A그룹 B금융계열사 재직자 309명을 대상으로 기업의 공유가치와 개인가치의 부합 정도가 개인의 직무효과성에 어떠한 영향을 미치는지 살펴보았다. 연구결과, 공유가치를 강조하는 강한 문화가 여전히 한국기업에 효과적이고 기업의 공유가치와 개인가치의 부합이 개인의 직무성과에 긍정적인 영향을 주고 있음을 확인하였다. 첫째, 기업의 공유가치와 개인의 가치간의 부합도가 높을수록 조직몰입 및 조직시민행동 등 구성원의 직무태도에 긍정적인 영향을 주어 개인의 직무성과로 발현되었다. 둘째, 기업의 공유가치와 개인가치의 부합은 조직시민행동을 매개로 하여 직무성과에 영향을 주거나, 조직몰입과 조직시민행동을 순차적으로 이중 매개하여 직무성과에 영향을 주게 됨을 밝혔다. 마지막으로 조직구성원의 개인-조직가치 부합 수준을 높이는 방안으로 면접 등의 프로세스 강화를 통해 개인-조직가치 부합수준이 높은 인력을 채용하는 방안과 공유가치 교육 등 회사의 공유가치 전파노력을 통해 구성원의 공유가치 수용도를 높이는 조직사회화 방안을 제시하였다.

Interaction Effects of Personality and P-O Fit in Relations with Managerial Performance

신호철(Ho-Chul Shin) 한국인사조직학회 2013 인사조직연구 Vol.21 No.1

최근 들어, 성격 5요인 모델의 개발과 성격변수에 대한 메타분석의 연구결과가 축적되면서 성격이 직무성과의 타당한 예측변수로 부상하고 있다. 하지만, 직무성과에 대한 예측 타당도가 기대만큼 높지 않아 연구자들은 조절변수를 활용한 연구에 관심을 가져왔다. 이러한 연구와 같은 맥락으로, 본 연구는 개인-조직 적합성(P-O fit)을 조절 변수로 설정하여 성격과 직무성과의 관계성에 미치는 효과를 검증하고자 수행되었다. 본 연구의 결과는 성격-직무성과 관계성에 대한 이해의 폭을 넓히는데 기여할 것으로 기대된다. 관리자의 직무성과에 대한 성격과 P-O fit 각각의 효과성 검증이 먼저 실시되었고, 관리자 성과에 대한 두 변수의 상호작용 효과성 검증이 이루어졌다. 호간성격검사(Hogan Personality Inventory; HPI)의 Adjustment, Ambition, Sociability, 그리고 개인-조직 가치관 적합성이 관리자 성과와 정적인 선형 상관관계를 보여주었다. 하지만, 호간성격검사의 Prudence는 교집합기호 모양의 곡선형 상관관계를 나타냈다. 특히, 본 연구에서는 성격활성화이론(trait activation theory; 업무를 둘러싼 성격관련 상황 단서의 영향을 받아 그 상황과 관련이 있는 특정 성격 요인이 활성화된다는 이론; Tett & Burnett, 2003)에 기초하여 성격-직무성과 관계성에 대한 P-O fit의 조절변수 효과성을 검증하였다. 조직 구성원의 가치관이 조직의 가치관과 유사할수록(예, 높은 수준의 P-O fit) 가치 유사성이 성격 발산요인(trait releaser)으로 작용하여, 구성원은 자신의 성격을 더 자유롭게 표현하게 되고, 결국 성격과 직무성과와의 관련성이 더욱 긴밀해 질 것으로 기대되었다. 분석결과를 살펴보면, P-O fit의 수준이 높을 때 Ambition과 Sociability는 관리자의 성과를 더 잘 예측하였다. 그러나 Adjustment와 Prudence 성격 요인은 P-O fit과 함께 관리자 성과를 예측할 때, 조절효과를 보여주지 못했다. 이러한 결과는, Ambition과 Sociability가 성격 5요인의 외향성(Extraversion)의 구성요소임을 감안할 때, P-O fit이 다른 사람들과의 관계성을 잘 구축하는 사교적인 성격요인(외향성)과 특별한 관련성이 있음을 제안하고 있다. 마지막으로, 성격기반 인사선발에서 성격활성화와 P-O fit의 관련성 등에 대한 연구의 의의, 한계 및 추후 연구에 대하여 논의하였다. Personality variables have emerged as a valid predictor of job performance mainly due to the development of the Five Factor Model(FFM) and evidence from meta-analyses. However, the relatively modest observed validities have renewed interest in examining moderating variables of personality-performance relations. The present study seeks to extend the literature by examining the impact of person-organization (P-O) fit on the validity of personality. This study examines P-O fit as a moderator that may increment validities of personality in the prediction of job performance and further improve our understanding of personality-performance relations. Main effects of personality and P-O fit on managerial performance are firstly investigated, and then interaction effects of the two on managerial performance are tested. Results indicate that Hogan Personality Inventory (HPI) scores on Adjustment, Ambition, and Sociability, and value-based P-O fit (D²), obtained from 210 managers, each contributed linearly tojob performance. HPI Prudence, in addition, yielded an inverted U relationship. Building on past research supporting person organization (P-O) fit as a predictor of assorted work-related outcomes, trait activation theory (Tett & Burnett, 2003) is used to guide examination of value-based P-O fit as a moderator of personality-job performance relations. Specifically, higher P-O fit is expected to induce greater trait expression as a general trait releaser, allowing a given trait to correlate stronger with performance. In partial support of P-O fit as trait releaser, Ambition and Sociability predicted performance better when P-O fit is high (N = 94), suggesting that P-O fit may be especially relevant to Extraversion. Results are discussed in terms of trait activation and the relevance of P-O fit in trait-based personnel selection. Theoretical and practical implications are reviewed and limitations of the study and suggestions for future research are discussed.