Organizational Fit Key : Issues and New Directions -- Contents -- About the Editors -- About the Contributors -- Preface -- 1 Fit for the Future -- Person-Environment (PE) Fit Paradigm -- Perceived Fit Paradigm -- The Epistemology of Fit -- The Chapters -- Part 1: New directions within the fit paradigms -- Part 2: New directions for the fit paradigms -- Conclusion -- References -- Part 1 New Directions within the Fit Paradigms -- 2 A Motivational Model of Person-Environment Fit: Psychological Motives as Drivers of Change -- FundamentalMotivations to Fit -- Drive for consistency -- Drive for hedonism -- Drive for uncertainty reduction -- Drive for control -- Drive for belonging -- Fit Management Tactics -- Model of PE fit -- Biases and heuristics -- Responses to job satisfaction -- Coping, stress, and regulation -- Proactive behaviors -- Discussion -- Expanding the motivational model -- Implications for PE fit research -- Conclusion -- References -- 3 Dyadic Fit and the Process of Organizational Socialization -- Relationships and Fit: Definitions -- Contributions of an Interpersonal Socialization Perspective to the Literature on Fit -- Dyadic Fit and Organizational Socialization -- Antecedents of the Development of Dyadic Fit in the Socialization Process -- Dyadic Fit and Interpersonal Processes -- Outcomes of Dyadic Fit in the Socialization Process -- Summary -- References -- 4 A Self-Regulation Approach to Person-Environment Fit -- Theories of Self-Regulation -- Viewing PE Fit within a Self-Regulation Framework -- Regulating Person-Environment Fit over Time -- Individual Differences that Impact PE Fit -- Limitations -- Conclusion -- Notes -- References -- 5 Person-Organization Fit, Organizational Citizenship, and Social-Cognitive Motivational Mechanisms -- Organizational Fit and Citizenship -- PO fit and performance -- Citizenship performance.

An Integrative Social-CognitiveModel -- CAPS -- Fit-related schema and encoding processes -- Cognitive-affective mediating processes -- Behavior generation process -- Self-regulation processes -- Discussion -- Theoretical issues for consideration -- Conclusion -- References -- 6 Mapping Fit: Maximizing Idiographic and Nomothetic Benefits -- Introduction -- Nomothetic and Idiographic Research -- Combining approaches -- A heuristic model -- Mapping Fit -- Different forms of cognitivemaps -- Generating maps -- Analyzing maps -- Conclusion -- References -- Part 2 New Directions for the Fit Paradigms -- 7 The Construal of Person-Organization Fit during the ASA Stages: Content, Source, and Focus of Comparison -- Introduction -- The Need to Fit: The Need to Belong -- The Establishment of PO Fit -- ASA: Content, Source, and Reference of PO Fit Perceptions -- PO fit with the unknown -- PO fit with the known -- Some people make the place -- Fit with prototypical models -- Conclusions and Avenues for Future Research -- Note -- References -- 8 Exploring the Middle Range of Person-Environment Fit Theories through a Conservation of Resources Perspective -- Conservation of Resources Theory -- The Construct of PE Fit -- Theories ofMultidimensional Fit -- PE Fit and COR -- The Nomological Network of PE Fit -- Time and PE Fit -- Levels of Analysis, Fit, and COR -- PEMisfit -- Benefits of COR View of PE Fit -- Conclusion -- References -- 9 A Review and Agenda for Incorporating Time in Fit Research -- A Temporal Review of Fit Research -- The temporal context of fit -- The temporal impact of fit on outcomes -- The temporal process of fit(ting) -- Implications -- Developing an Agenda for Temporal Fit Research -- An agenda for temporal context research -- An agenda for temporal impact research -- An agenda for temporal process research.

An agenda for practice:What is fit and when does it matter? -- Conclusion -- Notes -- References -- 10 Fitting Person-Environment Fit Theories into a National Cultural Context -- National Culture and Person-Environment Fit -- Concept and dimensions of culture -- Effects of culture on individuals' interpretation of and response to fit -- Cultural Variations of Fit in Organizational Entry and Exit -- Influence of culture on fit perceptions before organizational entry -- Influence of culture on fit perceptions during organizational entry and employment -- Influence of culture on fit perceptions affecting organizational exit -- Implications and Directions for Future Research -- Conclusion -- Note -- References -- Index.