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Bridging the gap between I/O Research and HR practice: a person-team fit perspective<br />8th International Conference of ...
Gap between I/O research & HR practice<br />
From person-organization fit to person-team fit<br />Person-organization fit<br /> the relationship between individual dif...
Studies based on person-team fit <br />
Change of fit<br />
Bridging the gap<br />Team composition: matching people to teams and roles<br /> measurement for team composition traits (...
Thanks!<br />
Reference<br />Hollenbeck, J., Moon, H., Ellis, A., West, B., Ilgen, D., Sheppard, L., et al. (2002). Structural contingen...
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Bridging the gap between i/o psychology and hr practice

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Bridging the gap between i/o psychology and hr practice

  1. 1. Bridging the gap between I/O Research and HR practice: a person-team fit perspective<br />8th International Conference of Strategic Human Resource Management and Entrepreneurship<br />Hongchang Li (Choice Lee)<br />2010-6-24<br />Hangzhou<br />
  2. 2. Gap between I/O research & HR practice<br />
  3. 3. From person-organization fit to person-team fit<br />Person-organization fit<br /> the relationship between individual differences and outcomes is contingent on the nature of the task or the organization (Kristof, 1996)<br /> dimension: culture<br />Person-team fit (Hollenbeck et al. )<br /> distributed dynamic decision-making (DDD) simulation developed for the Department of Defense<br /> laboratory research<br />
  4. 4. Studies based on person-team fit <br />
  5. 5. Change of fit<br />
  6. 6. Bridging the gap<br />Team composition: matching people to teams and roles<br /> measurement for team composition traits (aggregation method)<br />diversity of team composition<br />Team task design: changing teams and roles to fit people<br />task allocation structure<br /> reward structure<br />(Hollenbeck, DeRue, & Guzzo, 2004)<br />seeding for maximizing and minimizing trait variance in teams<br />extroversion: complementary fit<br />conscientiousness: supplementary fit<br />(Humphrey, Hollenbeck, Meyer, & Ilgen, 2007)<br />
  7. 7. Thanks!<br />
  8. 8. Reference<br />Hollenbeck, J., Moon, H., Ellis, A., West, B., Ilgen, D., Sheppard, L., et al. (2002). Structural contingency theory and individual differences: Examination of external and internal person-team fit. Journal of Applied Psychology, 87(3), 599-606.<br />Beersma, B., Hollenbeck, J., Humphrey, S., Moon, H., Conlon, D., & Ilgen, D. (2003). Cooperation, competition, and team performance: Toward a contingency approach. The Academy of Management Journal, 572-590.<br />Hollenbeck, J., DeRue, D., & Guzzo, R. (2004). Bridging the gap between I/O research and HR practice: Improving team composition, team training, and team task design. Human Resource Management, 43(4), 353-366.<br />Moon, H., Hollenbeck, J., Humphrey, S., Ilgen, D., West, B., Ellis, A., et al. (2004). Asymmetric adaptability: Dynamic team structures as one-way streets. Academy of Management Journal, 47, 681-696.<br />DeRue, D., & Morgeson, F. (2007). Stability and change in person-team and person-role fit over time: The effects of growth satisfaction, performance, and general self-efficacy. Journal of Applied Psychology, 92(5), 1242-1253.<br />Humphrey, S., Hollenbeck, J., Meyer, C., & Ilgen, D. (2007). Trait configurations in self-managed teams: A conceptual examination of the use of seeding for maximizing and minimizing trait variance in teams. Journal of Applied Psychology, 92(3), 885-892.<br />

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