Treść głównego artykułu

Abstrakt

Human capital is generally assumed to be the most significant element of the intellectual capital, which brings special contribution in building company value. Thus, managers are interested in gaining and maintaining the personnel that has a significant competence potential (knowledge, skills, attitudes, motivation). Therefore, when attempting to establish factors that allow to create value in an organization on the basis of human capital, it becomes necessary to account for the examination of organizational context itself. However, such research should not only focus on the organizational context as such, separately, but examine organizational context in its relation to professional functioning of the employees. One of the perspectives of approaching this aspect of organizational context is the measurement of employee‑organization fit.

Szczegóły artykułu

Jak cytować
Wojtczuk-Turek, A. (2013). Person‑Organization Fit as a Significant Factor of Creating Company’s Value – Implications for Human Capital Measurement. Edukacja Ekonomistów I Menedżerów, 29(3), 29-42. https://doi.org/10.5604/01.3001.0009.6300

Referencje

    1. Baron, A., Armstrong, M. (2008), Zarządzanie kapitałem ludzkim. Uzyskiwanie wartości dodanej dzięki ludziom, Oficyna a Wolters Kluwer business, Kraków.
    2. Blau, O. (1964), Exchange and power in social life, Wiley and Sons, New York.
    3. Bontis, N., Fitzenz, J. (2002), Intellectual Capital ROI: a Causal Map of Human Capital Antecedents and Consequents, “Journal of Intellectual Capital”, Vol. 3, No. 3.
    4. Borman, W.C., Motowidlo, S.J. (1993), Expanding the criterion domain to include elements of contextual performance, in: N. Schmitt, W.C. Borman, and Associates (eds.), Personnel selection in organizations, Jossey Bass, San Francisco.
    5. Boyatzis, R.E. (2008), Competences in the Twenty First Century, “Journal of Management Development”, Vol. 27, No. 1.
    6. Campbell, J.P. (1994), Alternative models of job performance and their implications for se lection and classification, in: M.G. Rumsey, C.B. Walker, J.H. Harris (eds.), Personel selection and classification, Lawrence Erlbaum, Hillsdale,
    7. NJ. Czarnota Bojarska, J. (2010), Dopasowanie człowiek organizacja i tożsamość organizacyjna, Wydawnictwo Naukowe Scholar, Warszawa.
    8. Dansereau, F., Graen, G., Haga, W. J. (1975), A Vertical Dyad Approach to Leadership within Formal Organizations: A Longitudinal Investigation of the Role Making Process, “Organizational Behavior and Human Performance”, No. 13.
    9. Juchnowicz, M., Mazurek Kucharska, B., Turek, D. (2013), Pomiar wybranych jakościowych cech kapitału ludzkiego, surveyor report: „Kapitał ludzki, jako element wartości przedsiębiorstwa” realised by PARP and SGH (unpublished material).
    10. Kianto, A., Hurmelinna Laukkanen, P., Ritala, P. (2010), Intellectual Capital in Service and Product oriented Companies, “Journal of Intellectual Capital”, Vol. 11, No. 3.
    11. Kristof, A. (1996), Person organization fit: An integrative review of its conceptualizations, measurement, and implications, “Personnel Psychology”, 4.
    12. Kristof Braun, A.L., Zimmerman, R.D., Johnson, E.C., (2005), Consequences of individuals’ fit at work: A meta analysis of person job, person organization, person group, and person supervisor fit, “Personnel Psychology”, 58.
    13. Król, H. (2006), Kapitał ludzki w organizacji, in: H. Król, A. Ludwiczyński (eds.), Zarządzanie zasobami ludzkimi. Tworzenie kapitału ludzkiego organizacji, Wyd. Naukowe PWN, Warszawa.
    14. Livingstone, L.P., Nelson, D.L., Barr, S. H. (1997), Person environment fit and creativity: An examination of supply value and demand ability versions of fit, “Journal of Management”, Vol. 23, No. 2.
    15. Montag, T., Maertz, C.P. Jr., Baer, M. (2012), A Critical Analysis of the Workplace Creativity Criterion Space, “Journal of Management”, 38.
    16. Muchinsky, P.M., Monahan, C.J. (1987), What is person environment congruence? Supplementary versus complementary models of fit, “Journal of Vocational Behavior”, 31(3).
    17. Namasivayam, K., Denizci, B. (2006), Human Capital in Service Organizations: Identifying Value Drivers, “Journal of Intellectual Capital”, Vol. 7, No. 3.
    18. Organ, D. W., Podsakoff, P.M., MacKenzie, S.B. (2006), Organizational citizenship behavior. Its nature, antecedents and consequences, Sage Publications, Thousand Oaks, London, New Delhi.
    19. Rastogi, P.N. (2002), Knowledge Management and Intellectual Capital as a Paradigm of Value Creation, “Human System Management”, No. 21.
    20. Saks, A.M., Ashforth, B.E. (1997), A longitudinal investigation of the relationship between job information sources, applicant perception of fit, and work outcomes, “Personnel Psychology” Vol. 50, No. 2.
    21. Terelak, J., Jankowska, P. (2009), Dopasowanie jednostka–organizacja a zadowolenie z pracy, ,,Studia i Materiały. Miscellanea Oeconomicae’’, nr 1.
    22. Westerman, J. W., Cyr, A.L. (2004), An integrative analysis of person organization fit theories, “International Journal of Selection and Assessment”, Vol. 12, No. 3.
    23. Wojtczuk Turek, A. (2012), Zachowania innowacyjne w pracy. Wybrane zagadnienia teoretyczne i praktyczne, Difin, Warszawa.