Perceived person-organization fit: moving beyond correspondence-based explanations

Over the next 20 years the labor shortage in the U.S. is expected to grow to 25 million with skilled labor being in especially high demand (Employment Policy Foundation, 2001). As such, the firm's ability to recruit human capital will increase in importance. Research suggest that person-organization fit is an important predicator of early stage recruiting outcomes such as organizational attraction (e.g., Kristof-Brown, Zimmerman, & Johnson, 2005) As such, this dissertation seeks to increase our understanding of the causes of overall PO fit perceptions in the context of realistic early recruiting outcomes. Organizational brand image, individual affectivity, and measures of PO fit on specific work attributes are hypothesized to be related to job seekers perceptions of overall fit perceptions.