ABSTRACT
In recent years, scholars have begun to pay increased attention to the relative paucity of research in human resource management that adopts a social network perspective (Kaše, King, & Minbaeva, 2013; Cross, Kaše, Kilduff, & King, 2013; Hollenbeck & Jameison, 2015). We recently reviewed this literature and placed a call for increased use of social resource management perspectives – adopting social network perspectives to traditional human resource management issues (Soltis, Brass, & Lepak, 2018). The purpose of this chapter is to discuss the role the person-environment fit literature as a crucial element of a meso-level view of social resource management. Specifically, I outline the roles of social networks and person-environment fit during the organizational entry process (recruitment, selection, socialization, and training). I begin by highlighting the parallels between the two kinds of literature that suggests the potential for meaningful integration. Next, I present a social resource management model of organizational entry that integrates networks and fit in to this crucial set of HR phenomenon. Finally, I briefly discuss the implications of combining fit and network perspectives in terms of the potential for each paradigm to enrich the other.
