PERSON-ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS

This article presents a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit. To increase the precision of the construct's definition, it is also distinguished from other forms of environmental compatibility, silch as person-group and person-vocation fit. Once defined, commensurate measurement as it relates to supplementary and complementary fit is discussed and recommendations are offered regarding the necessity of its use. A distinction is made between the direct measurement of perceived fit and the indirect measurement of actual person-organization fit, using both cross- and individual-level techniques, and the debate regarding differences scores is reviewed. These definitional and measurement issues frame a review of the existing literature, as well as provide the basis for specific research propositions and suggestions for managerial applications.

[1]  Benjamin Schneider,et al.  The ASA framework: An update. , 1995 .

[2]  C. Stevens,et al.  Making the right impression: A field study of applicant impression management during job interviews. , 1995 .

[3]  B. Lloyd,et al.  The end of the job , 1995 .

[4]  J. B. Vancouver,et al.  Multilevel analysis of organizational goal congruence , 1994 .

[5]  H. Klein,et al.  Organizational socialization: Its content and consequences. , 1994 .

[6]  Cheryl L. Adkins,et al.  JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE , 1994 .

[7]  D. Nelson,et al.  TOWARD A PERSON-ENVIRONMENT FIT PERSPECTIVE OF CREATIVITY: THE MODEL OF CREATIVITY FIT. , 1994 .

[8]  Laura M. Graves,et al.  Assessing Person-Organization Fit in Personnel Selection: Guidelines for Future Research , 1994 .

[9]  J. Tisak,et al.  Rejoinder to Edwards’ s Comments , 1994 .

[10]  D. Day,et al.  Difference Scores: Rationale, Formulation, and Interpretation , 1994 .

[11]  John W. Boudreau,et al.  JOB SEARCH BEHAVIOR OF EMPLOYED MANAGERS , 1994 .

[12]  T. Judge,et al.  PAY PREFERENCES AND JOB SEARCH DECISIONS: A PERSON-ORGANIZATION FIT PERSPECTIVE , 1994 .

[13]  J. Edwards.  The Study of Congruence in Organizational Behavior Research: Critique and a Proposed Alternative , 1994 .

[14]  K. Klein,et al.  Levels Issues in Theory Development, Data Collection, and Analysis , 1994 .

[15]  T. Judge,et al.  Person–Organization Fit and the Theory of Work Adjustment: Implications for Satisfaction, Tenure, and Career Success , 1994 .

[16]  Harold W. Goldstein,et al.  Do customer service perceptions generalize? The case of student and chair ratings of faculty effectiveness , 1994 .

[17]  Barry Gerhart,et al.  Recruiter Perceptions of Applicant Fit: Implications for Individual Career Preparation and Job Search Behavior , 1993 .

[18]  L. Weingart,et al.  Group goals and group performance , 1993 .

[19]  Jeffrey R. Edwards,et al.  On the Use of Polynomial Regression Equations As An Alternative to Difference Scores in Organizational Research , 1993 .

[20]  Jeffrey R. Edwards,et al.  Problems with the use of profile similarity indices in the study of congruence in organizational research. , 1993 .

[21]  E. Morrison,et al.  Newcomer information seeking: Exploring types, modes, sources, and outcomes. , 1993 .

[22]  E. Salas,et al.  Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation. , 1993 .

[23]  E. Morrison,et al.  Longitudinal study of the effects of information seeking on newcomer socialization , 1993 .

[24]  Thomas L. Keon,et al.  Organizational attractiveness: an interactionist perspective , 1993 .

[25]  J. Edwards,et al.  Job demands and worker health: three-dimensional reexamination of the relationship between person-environment fit and strain. , 1993, The Journal of applied psychology.

[26]  Gerald R. Ferris,et al.  The Elusive Criterion of Fit in Human Resources Staffing Decisions , 1992 .

[27]  J. E. Sheridan.  Organizational Culture and Employee Retention , 1992 .

[28]  Timothy A. Judge,et al.  Effects of Work Values on Job Choice Decisions , 1992 .

[29]  Barry Z. Posner,et al.  Person-Organization Values Congruence: No Support for Individual Differences as a Moderating Influence , 1992 .

[30]  S. Kozlowski,et al.  A disagreement about within-group agreement: Disentangling issues of consistency versus consensus. , 1992 .

[31]  Thomas E. Becker.  Foci and Bases of Commitment: Are They Distinctions Worth Making? , 1992 .

[32]  L. R. Goldberg.  THE DEVELOPMENT OF MARKERS FOR THE BIG-FIVE FACTOR STRUCTURE , 1992 .

[33]  S. Jackson,et al.  Some differences make a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. , 1991 .

[34]  Jennifer A. Chatman,et al.  PEOPLE AND ORGANIZATIONAL CULTURE: A PROFILE COMPARISON APPROACH TO ASSESSING PERSON-ORGANIZATION FIT , 1991 .

[35]  A. Tsui,et al.  Being different: Relational demography and organizational attachment. , 1991 .

[36]  Randall Y. Odom,et al.  Organizational Values and Value Congruency and Their Impact on Satisfaction, Commitment, and Cohesion: An Empirical Examination within the Public Sector , 1991 .

[37]  T. Judge,et al.  Personnel/Human Resources Management: A Political Influence Perspective , 1991 .

[38]  Barry R. Nathan,et al.  Hiring for the organization, not the job , 1991 .

[39]  J. George,et al.  Understanding prosocial behavior, sales performance, and turnover: A group-level analysis in a service context. , 1990 .

[40]  Barry Gerhart,et al.  INTERVIEWER ASSESSMENTS OF APPLICANT “FIT”: AN EXPLORATORY INVESTIGATION , 1990 .

[41]  Michael M. Harris.  RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH , 1989 .

[42]  Ronald A. Ash,et al.  Do People Make the Place?: An Examination of the Attraction-Selection-Attrition Hypothesis , 1989 .

[43]  Jennifer A. Chatman.  Matching People and Organizations: Selection and Socialization in Public Accounting Firms , 1989 .

[44]  S. Zaccaro,et al.  Contrasting group and organizational commitment: Evidence for differences among multilevel attachments , 1989 .

[45]  Jennifer A. Chatman.  Improving Interactional Organizational Research: A Model of Person-Organization Fit , 1989 .

[46]  Kathryn M. Bartol,et al.  INFLUENCES ON MANAGERIAL PAY ALLOCATIONS: A DEPENDENCY PERSPECTIVE , 1988 .

[47]  Lawrence R. James,et al.  Organizations do not cognize. , 1988 .

[48]  William H. Glick,et al.  Response: Organizations Are Not Central Tendencies: Shadowboxing in the Dark, Round 2 , 1988 .

[49]  Lawrence R. James,et al.  Comment: Organizations Do Not Cognize , 1988 .

[50]  T. T. Herbert,et al.  Should general managers match their business strategies , 1987 .

[51]  W. Walsh.  Person-environment congruence: A response to the Moos perspective , 1987 .

[52]  R. Dawis,et al.  Measurement of person-environment fit and prediction of satisfaction in the theory of work adjustment☆ , 1987 .

[53]  Lee Roy Beach,et al.  Image theory: Principles, goals, and plans in decision making , 1987 .

[54]  P. Muchinsky,et al.  What is person-environment congruence? Supplementary versus complementary models of fit , 1987 .

[55]  R. Caplan.  Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms , 1987 .

[56]  Elizabeth C. Ravlin,et al.  Effect of values on perception and decision making: A study of alternative work values measures. , 1987 .

[57]  B. Schneider.  THE PEOPLE MAKE THE PLACE , 1987 .

[58]  Gary Blau,et al.  Using a person-environment fit model to predict job involvement and organizational commitment , 1987 .

[59]  R. Eisenberger,et al.  Perceived organizational support. , 1986 .

[60]  Jennifer A. Chatman,et al.  Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. , 1986 .

[61]  W. Schmidt,et al.  Shared values make a difference: An empirical test of corporate culture , 1985 .

[62]  William H. Glick,et al.  Conceptualizing and Measuring Organizational and Psychological Climate: Pitfalls in Multilevel Research , 1985 .

[63]  Arnon E. Reichers,et al.  A review and reconceptualization of organizational commitment. , 1985, Academy of management review. Academy of Management.

[64]  J. Ivancevich,et al.  A Type A-B Person-Work Environment Interaction Model for Examining Occupational Stress and Consequences , 1984 .

[65]  L. James,et al.  Estimating within-group interrater reliability with and without response bias. , 1984 .

[66]  A. Imada,et al.  Relationships Between Interview Selection Decisions and Perceptions of Applicant Similarity to an Ideal Employee and Self: A Field Study , 1984 .

[67]  K. N. Wexley,et al.  The relationship among perceptual similarity, sex, and performance ratings in manager-subordinate dyads. , 1983, Academy of Management journal. Academy of Management.

[68]  M. Gerstein,et al.  Strategic selection: matching executives to business conditions. , 1983, Sloan management review.

[69]  R. Burke,et al.  Preferred organizational climates of Type A individuals , 1982 .

[70]  J. Ivancevich,et al.  Type A and B behavior patterns and self-reported health symptoms and stress: examining individual and organizational fit. , 1982, Journal of occupational medicine. : official publication of the Industrial Medical Association.

[71]  L. James.  Aggregation Bias in Estimates of Perceptual Agreement. , 1982 .

[72]  Milton Leontiades,et al.  CHOOSING THE RIGHT MANAGER TO FIT THE STRATEGY , 1982 .

[73]  Thomas L. Keon,et al.  Image Congruence and the Treatment of Difference Scores in Organizational Choice Research , 1982 .

[74]  Jeffrey L. Kerr,et al.  ASSIGNING MANAGERS ON THE BASIS OF THE LIFE CYCLE , 1982 .

[75]  Gary F. Soldow.  Change in the Organization: The Detriment and Benefit of the Double Bind , 1981 .

[76]  G. Johns.  Difference score measures of organizational behavior variables: A critique. , 1981 .

[77]  A. Tversky,et al.  Prospect Theory : An Analysis of Decision under Risk Author ( s ) : , 2007 .

[78]  A. Tversky,et al.  Prospect theory: analysis of decision under risk , 1979 .

[79]  David C. Funder,et al.  Predicting more of the people more of the time: Assessing the personality of situations. , 1978 .

[80]  J. Pfeffer,et al.  An examination of need-satisfaction models of job attitudes. , 1977 .

[81]  John W. Slocum,et al.  CONGRUENCE BETWEEN INDIVIDUAL NEEDS, ORGANIZATIONAL CLIMATE, JOB SATISFACTION AND PERFORMANCE1 , 1975 .

[82]  Robert D. Pritchard,et al.  The effects of organizational climate on managerial job performance and job satisfaction , 1973 .

[83]  O. Behling,et al.  SELF-CONCEPT MODERATED BY SELF-ESTEEM AS A PREDICTOR OF CHOICE AMONG POTENTIAL EMPLOYEES. , 1972 .

[84]  Victor R. Tom.  The role of personality and organizational images in the recruiting process , 1971 .

[85]  Benjamin Schneider,et al.  Personal factors in organizational identification. , 1970 .

[86]  P. R. Laughlin,et al.  Individual Versus Triadic Performance on a Unidimensional Complementary Task as a Function of Initial Ability Level. , 1969 .

[87]  W. Haythorn.  The composition of groups: a review of the literature. , 1968, Acta psychologica.

[88]  J D Andrews,et al.  The achievement motive and advancement in two types of organizations. , 1967, Journal of personality and social psychology.

[89]  Victor H. Vroom,et al.  Organizational choice: A study of pre- and postdecision processes , 1966 .

[90]  J. Hinrichs.  The attitudes of research chemists. , 1964 .

[91]  J. Nunnally.  The analysis of profile data. , 1962, Psychological bulletin.

[92]  Chris Argyris,et al.  Some Problems in Conceptualizing Organizational Climate: A Case Study of a Bank , 1958 .

[93]  L. Cronbach,et al.  Assessing similarity between profiles. , 1953, Psychological bulletin.

[94]  D. Super.  A theory of vocational development. , 1953 .