Department of Business Administration2024-11-0920160018-726710.1177/00187267156091082-s2.0-84971492766http://dx.doi.org/10.1177/0018726715609108https://hdl.handle.net/20.500.14288/13436Drawing 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.ManagementSocial sciencesJournal Article1741-282X377142500002Q12452