个人-组织匹配的概念、测量策略及应用:基于互动性与灵活性的反思  

The Concept,Measuring Strategy and Applying of Person-Organization Fit:Based on the Reflection of Interactivity and Flexibility

作　　者：唐源鸿[1] 卢谢峰[1] 李珂[1] 

机构地区：[1]湖南师范大学教育科学学院,长沙410081

出　　处：《心理科学进展》2010年第11期1762-1770,共9页Advances in Psychological Science

基　　金：湖南师范大学社会科学青年学术骨干培养计划项目(09XGG23)资助

摘　　要：个人-组织匹配(Person-Organization Fit,简称P-O匹配)的提出契合了组织行为学中人与情境双向互动的研究趋势,同时也符合组织及其成员灵活应对动态格局的现实要求。这种以双边互动性和匹配灵活性为出发点和立足点的研究是P-O匹配的特色所在。然而,目前该领域考察呈现出淡化原有独特立意的倾向。为此,我们在梳理P-O匹配学术背景和社会背景的基础上,强调将互动性和灵活性这两点基本要求融入其概念界定、测量策略的选取及应用课题当中,是为P-O匹配特色的重拾。The introduction of Person-Organization Fit（P-O Fit） corresponded to the trends of person-context interaction study in organizational behavior,and complied with requirements of organizations and their members to cope with the dynamic situations flexibly. It is a unique feature of P-O Fit to consider bilateral interactivity and matching flexibility as the starting point and the standpoint of the study. However,there is a tendency of paling the unique feature at present. Thus,to regain the feature,the paper is on the basis of clarifying the background of the introduction of P-O Fit,and it emphasizes that researchers should integrate interactivity and flexibility,the two basic requirements,into the study of the concept,measuring strategy and applying of P-O Fit.

关 键 词：个人-组织匹配 互动性 灵活性 价值观一致性 测量策略 

分 类 号：B849[哲学宗教—应用心理学] C91[哲学宗教—心理学]