P-E fit and job satisfaction: A failure to support Holland's theory in three British samples

Furnham, Adrian; Toop, Alison; Lewis, Caroline A.; Fisher, Alice

doi:10.1016/0191-8869(95)00091-j

Cited by 8 publications

(10 citation statements)

References 29 publications

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“…The enormously rich literature that owes its stimulation to John Holland's theory of vocational choice remains equivocal about the theory and measures (Gustafson & Mumford, 1995). It has provoked longitudinal studies (Smart, 1985), and cross-sectional studies (Furnham & Walsh, 1991) as well as numerous psychometric studies have provided partial, weak support for some of the central features of the theory particularly the job satisfaction± congruence hypothesis (Carson & Mowsesian, 1993;Furnham et al, 1995). Schwartz (1992) wrote a paper entitled``Is Holland's theory worthy of so much attention or should vocational psychology move on?''…”

Section: Resultsmentioning

confidence: 99%

“…They concluded that the Holland typology is not able to distinguish realistic working-class occupations in the general economy. Furnham, Toop, Lewis, and Fisher (1995) also found limited support for the congruency hypothesis within very different areas of the nursing profession. This suggests the Holland system is relatively insensitive to within, as opposed to between, occupational differences.…”

Section: The Usefulness Of Thetheory With Occupational Specialitiesmentioning

confidence: 87%

“…These include exploring the cross-cultural applicability of the theory; further exploring the relationship between congruence and satisfaction; extending the use of the Holland measures in different applied settings; and, quite naturally, doing validational studies. Various studies have looked at cross-cultural validations of Holland's theory in countries like Britain (Furnham, Toop, Lewis, & Fisher, 1995), Hong Kong (Farh, Leong, & Law, 1998), and Portugal (Alves, Joaquim, & Hood, 1995). One study looked specifically at Asian-American employees and provided``mixed'' support for the theory (Haverkamp, Collins, & Hansen, 1994).…”

Section: Recent Studies In the Area Of Vocational Psychologymentioning

confidence: 99%

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Vocational Preference and P–O Fit: Reflections on Holland’s Theory of Vocational Choice

Furnham

2001

Applied Psychology

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It is 40 years since Holland first proposed his theory of vocational choice. In that period it is probably true to say that it has attracted more research than any other vocational guidance measure. This paper looks at the central concept in his theory (congruence) and other areas of vocational guidance, namely “fit”. It also looks at current research issues relating to Holland’s theory. Particular attention is paid to the research papers that examine the overlap between the six (RAISEC) personality types of Holland and the consensually accepted “Big Five” factor view of personality theorists. Finally a summary of the major theoretical, empirical, and methodological problems in the area is discussed.

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Section: Resultsmentioning

confidence: 99%

Section: The Usefulness Of Thetheory With Occupational Specialitiesmentioning

confidence: 87%

Section: Recent Studies In the Area Of Vocational Psychologymentioning

confidence: 99%

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Vocational Preference and P–O Fit: Reflections on Holland’s Theory of Vocational Choice

Furnham

2001

Applied Psychology

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“…In contrast to many studies that tend to look at person–environment fit between different jobs and professions, Furnham, Troop, Lewis, and Fisher () considered person–environment fit across subgroup jobs within the same profession. Specifically, Furnham et al set out to find whether there were any noteworthy variations between three specialties in the nursing profession in terms of person–job fit.…”

Section: Discussionmentioning

confidence: 99%

What occupational preference types dominate among nurses and paramedics with implications for wellbeing?: A scoping review

Mason

Roodenburg

Williams

2020

Nursing & Health Sciences

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Understanding the occupational typological nature of nursing and paramedicine and the typological preferences of these within the professions offers significant evidence of factors that can facilitate wellbeing and efficiencies. Arksey and O'Malley's five‐stage scoping methodology was used to review the literature. The research question used to guide this scoping review was: Which Holland code is more dominant among nurses and paramedics? Nine articles were included in this review, from which two broad themes emerged: Job satisfaction/academic success; and personality‐employment fit across gender and subgroups within the same occupation. While the Social (S) personality type dominated across the studies for both nurses and paramedics, overall, the studies identified various combinations of the personality profile and, in some cases, personality types foreign to the occupation also formed part of the Holland code. Congruence can be thought of as playing an important role in nurses’/paramedics’ overall well‐being regardless of the order of their three dominant personality types.

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“…The rationale for choosing to study only one organization was that most P-E fit studies examine differences between rather than within jobs and professions despite the fact that there may be very large differences between them (Furnham, Toop Lewis and Fisher, 1995). In the said article, one of the three reported studies explored P-E fit among two groups of specialist nurses (paediatrics and intensive therapy) (twenty-six and twenty-nine respectively) and one group of general medical nurses (twenty-five).…”

Section: Samplementioning

confidence: 99%

Pay Equity Sensitivity and Person-Environment Fit

Ahmad¹

2010

IJPS

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Most previous studies of Person-Environment fit have failed to use objective measures of the work environment that are independent of the person examined. This study aims to further develop and improve the operationalisation of Person-Environment fit by investigating objective fit and by marrying concepts from Equity Theory (Adams, 1965). Equity sensitivity was measured as a personality trait by the 16PF (Cattel et al 1987) and group size (obtained from company records) was the objective measure of the work environment. On the basis of data from 257 shop-floor workers in a factory in Wales, UK, results of hierarchical multiple regression generally indicated that the relationship between sensitivity and pay satisfaction are moderated by group size such that the relationship is positive in small groups and negative in large groups.

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P-E fit and job satisfaction: A failure to support Holland's theory in three British samples

Cited by 8 publications

References 29 publications

Vocational Preference and P–O Fit: Reflections on Holland’s Theory of Vocational Choice

Vocational Preference and P–O Fit: Reflections on Holland’s Theory of Vocational Choice

What occupational preference types dominate among nurses and paramedics with implications for wellbeing?: A scoping review

Pay Equity Sensitivity and Person-Environment Fit

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