An Integrative Analysis of Person–Organization Fit Theories

Abstract

This study provides an integrative analysis of three approaches to person-organization (P-O) fit theory and measurement: values congruence and personality congruence (supplementary fit measures), and work environment congruence (a needs-supplies fit measure). Commensurate measures of each aspect of fit were collected from 105 employees in six organizations in the western United States. Values congruence and work environment congruence were both related to job satisfaction and organizational commitment, but personality congruence was not. All three fit measures were related to employees' intent to remain with their employer, although this effect was generally mediated by satisfaction and commitment. When multiple fit measures were used in a single analysis, values congruence and work environment congruence had the strongest and most consistent effects on the outcome measures. These results suggest a revised, multidimensional model of P-O fit.

Proactive Personality and Career Success: A Person-organization Fit Perspective

“…Despite the general consensus that PO fit involves the compatibility between individuals and their organizations, the definition of P-0 fit has been subject to confusion due to its multiple conceptualizations and operationalizations, as well as its limited distinction from other forms of P-E fit [16,18]. P-0 fit has been defined in a variety of ways including value congruence, work environment congruence, needs-supplies fit and demands-abilities fit [19,20]. Value congruence, the most frequently assessed dimension of PO fit, involves the similarity between organizational values and those of the organization's employees [19].…”

Character Values Congruence and Person-Organization Fit in Student Affairs: Compatibility Between Administrators and the Institutions That Employ Them

“…" Livingstone, Nelson and Barr (1997) stated, " [F]it refers to the degree of similarity or compatibility between individual and situational characteristics." P-O fit has been defined as congruence that occurs when personal work values and characteristics and organizational work values match (Amiot, Vallerand, & Blanchard, 2006;Hult, 2005;Westerman & Cyr, 2004).…”

“…P-O fit and values congruence has been associated with work related outcomes such as motivation (Fritzsche, Powell & Hoffman, 1999); job satisfaction (Choi, 2004;Fritzsche, Powell, & Hoffman, 1999;Sims & Keon, 1997;Van Vianen, 2000); work attitudes (Westerman & Cyr, 2004); organizational commitment and tenure (Fritzsche, Powell & Hoffman, 1999;Sims & Keon, 1997;Van Vianen, 2000;Westerman & Cyr, 2004); job performance (Van Vianen, 2000); job involvement (Bretz & Judge, 1994); stress (Livingstone, Nelson & Barr, 1997;Westerman & Cyr, 2004); and socialization .…”

Volunteer entry into hospital culture : relationships among socialization, P-O fit, organizational commitment, and job satisfaction.

“…A closer examination of organizational fit reveals organization members distinguish several types of fit (i.e., P-O fit, P-J fit, needs-supplies fit, demands-abilities fit) (Cable & DeRue, 2002;Careless, 2005;Westerman & Cyr, 2004). Looking closer at P-O fit, researchers have determined p-o fit or organization-individual value congruence contributes to increased job satisfaction (Cable & Judge, 1996;Chatman, 1991;O'Reilly et aI., 1991), organizational commitment, and decreased intention to leave (Cable & Judge, 1996;Chatman, 1991;O'Reilly et aI., 1991).…”

“…In addition, organization-organizational member value congruence (P-O fit) positively relates to organization member commitment (Huang et aI., 2005;Westerman & Cyr, 2004). …”