Advanced Search

Journal Navigation

Journal Home

Subscriptions

Archive

Contact Us

Table of Contents

Click here for more information Leadership, Fifth Edition

CiteULike is a free service for managing and discovering scholarly references - click here to get started.

Sign In to gain access to subscriptions and/or personal tools.
Group & Organization Management
This Article
Right arrow Full Text (PDF)
Right arrow References
Right arrow Alert me when this article is cited
Right arrow Alert me if a correction is posted
Right arrow Citation Map
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Similar articles in Web of Science
Right arrow Alert me to new issues of the journal
Right arrow Add to Saved Citations
Right arrow Download to citation manager
Right arrowRequest Permissions
Right arrow Request Reprints
Right arrow Add to My Marked Citations
Citing Articles
Right arrow Citing Articles via HighWire
Right arrow Citing Articles via Web of Science (5)
Right arrow Citing Articles via Google Scholar
Right arrow Citing Articles via Scopus
Google Scholar
Right arrow Articles by Elfenbein, H. A.
Right arrow Articles by O'Reilly, C. A.
Right arrow Search for Related Content
Social Bookmarking
Add to CiteULike   Add to Complore   Add to Connotea   Add to Del.icio.us   Add to Digg   Add to Reddit   Add to Technorati   Add to Twitter  
What's this?

Fitting In: The Effects of Relational Demography and Person-Culture Fit on Group Process and Performance

Hillary Anger Elfenbein

University of California, Berkeley

Charles A. O'Reilly, III

Stanford University

The authors integrate two complementary streams of research on "fit" that document positive impacts of similarity and negative effects of dissimilarity. Fit with an organization's culture typically focuses on similarity in values whereas relational demography examines similarity in demographic attributes. Although both streams emphasize fit and draw on similar underlying theories, little research investigates both simultaneously. In a field study with intact teams, both cultural and demographic fit had independent effects on subsequent performance; however, "deeper" value fit effects were stronger than "surface" demographic fit. Analyses by demographic group suggest that person-group fit has the greatest impact for individuals whose demographic background puts them at risk for poorer outcomes, particularly for socioeconomic status.

Key Words: fit • person-organization fit • relational demography • demo-graphic characteristics • socioeconomic status • person-group fit

Group & Organization Management, Vol. 32, No. 1, 109-142 (2007)
DOI: 10.1177/1059601106286882
Add to CiteULike CiteULike   Add to Complore Complore   Add to Connotea Connotea   Add to Del.icio.us Del.icio.us   Add to Digg Digg   Add to Reddit Reddit   Add to Technorati Technorati   Add to Twitter Twitter    What's this?


This article has been cited by other articles:


Home page
 J Public Adm Res TheoryHome page
D. P. Moynihan and S. K. Pandey
The Ties that Bind: Social Networks, Person-Organization Value Fit, and Turnover Intention
J. Public Adm. Res. Theory., April 1, 2008; 18(2): 205 - 227.
[Abstract] [Full Text] [PDF]