在一个组织中选择一个过程来与范围匹配，通常由组织中的高层管理的一个人或者一个团队来完成。
Selecting a process to match scope within the organization is usually done by someone, or some group, at a higher level of management in the organization.
本文概述了关于人与组织匹配的研究理论，强调组织成员的个人特征与组织特征之间的相容性。
This article Outlines the development of person-organization (P-O) fit theory, which emphasizes the congruence between the characteristics of an individual and organization.
本文概述了关于人与组织匹配的研究理论，强调组织成员的个人特征与组织特征之间的相容性。
This thesis presents the construction of the "person-organization fit" theory model and explains thesubjective individual outcomes in view of person-organization fit.
个体与组织间的匹配程度可有效的预测员工的工作满意度、工作绩效以及离职倾向、组织承诺及个人成就感等。
The past researches found that the 3 types of fit were related to organization- focused outcomes and job- and career-focused outcomes respectively.
本研究通过问卷调研方式，采用组织社会化策略、个人-组织匹配(客观与主观)、领导-部属交换(LMX)、离职倾向等5份量表。
There are 5 scales used in the questionnaire survey including organizational socialization tactics, Po fit (objective and subjective fit), LMX and turnover intention.
目前，单一地对个人-组织匹配或者组织公民行为进行研究的文献很多，但就个人-组织匹配对组织公民行为影响进行系统研究的较少。
Currently, many researches have been done on P-O Fit or OCB, but few researches on influences of P-O Fit to OCB.
目前，单一地对个人-组织匹配或者组织公民行为进行研究的文献很多，但就个人-组织匹配对组织公民行为影响进行系统研究的较少。
Currently, many researches have been done on P-O Fit or OCB, but few researches on influences of P-O Fit to OCB.
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