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Self and senior executive perceptions of fit and performance: a time-lagged examination of newly-hired executives

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dc.contributor.coauthorHu, Jia
dc.contributor.coauthorWayne, Sandy J.
dc.contributor.coauthorBauer, Talya N.
dc.contributor.coauthorLiden, Robert C.
dc.contributor.departmentDepartment of Business Administration
dc.contributor.kuauthorErdoğan, Berrin
dc.contributor.kuprofileResearcher
dc.contributor.otherDepartment of Business Administration
dc.contributor.schoolcollegeinstituteCollege of Administrative Sciences and Economics
dc.contributor.yokidN/A
dc.date.accessioned2024-11-09T23:43:05Z
dc.date.issued2016
dc.description.abstractDrawing on the person-organization fit literature and person-categorization theory, we proposed that new executive performance depends on both their self-perceptions as well as their fit as seen by senior executives. Using three-phased, multisource data from newly-hired executives of a Fortune 500 pharmaceutical company across their first six months on the job, we found that senior executive pre-entry person-organization fit expectations of their followers (new executives) are positively related to their postentry person-organization fit perceptions through the partial mediating role of their leader-member exchange relationships. Furthermore, results also revealed that senior executive person-organization fit perceptions were significantly and positively related to new executive in-role and extra-role performance, but only when new executives' own perceptions of person-organization fit were low.
dc.description.indexedbyWoS
dc.description.indexedbyScopus
dc.description.issue6
dc.description.openaccessNO
dc.description.publisherscopeInternational
dc.description.sponsoredbyTubitakEuN/A
dc.description.sponsorshipInstitute for Leadership Excellence and Development (iLEAD) at the University of Illinois at Chicago We would like to gratefully acknowledge the Institute for Leadership Excellence and Development (iLEAD) at the University of Illinois at Chicago for financial support.
dc.description.volume69
dc.identifier.doi10.1177/0018726715609108
dc.identifier.eissn1741-282X
dc.identifier.issn0018-7267
dc.identifier.quartileQ1
dc.identifier.scopus2-s2.0-84971492766
dc.identifier.urihttp://dx.doi.org/10.1177/0018726715609108
dc.identifier.urihttps://hdl.handle.net/20.500.14288/13436
dc.identifier.wos377142500002
dc.keywordsFit
dc.keywordsLeader member exchange
dc.keywordsLeadership
dc.keywordsNew executive performance
dc.keywordsPerformance appraisal and feedback
dc.keywordsPerson organization personnel selection
dc.keywordsPersonnel training
dc.keywordsPersonnel development
dc.keywordsTop management leader-member exchange
dc.keywordsPerson-organization fit
dc.keywordsProactive personality
dc.keywordsApplicant fit
dc.keywordsSocialization outcomes
dc.keywordsRecruiter perceptions
dc.keywordsEmployee commitment
dc.keywordsEnvironment fit
dc.keywordsWork
dc.keywordsJob
dc.languageEnglish
dc.publisherSage
dc.sourceHuman Relations
dc.subjectManagement
dc.subjectSocial sciences
dc.titleSelf and senior executive perceptions of fit and performance: a time-lagged examination of newly-hired executives
dc.typeJournal Article
dspace.entity.typePublication
local.contributor.authorid0000-0002-8077-8546
local.contributor.kuauthorErdoğan, Berrin
relation.isOrgUnitOfPublicationca286af4-45fd-463c-a264-5b47d5caf520
relation.isOrgUnitOfPublication.latestForDiscoveryca286af4-45fd-463c-a264-5b47d5caf520

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