An Examination of the Relationship Between Self-Concept and Organizational Fit in Gifted Adults and the Moderating Effects of Social Support and Work Tenure

Abstract

Organizational fit is defined as the congruence of values between people and organizations. This study examines the relationship between self-concept and organizational fit in gifted adults and the moderating effects of social support and work tenure. Utilizing a mixed methods research design, 322 gifted adults were surveyed to determine the impact of self-concept on organizational fit. Participants were provided with a survey instrument to examine self-concept, organizational fit, social support, and work tenure. A large subset of the participant base responded to two qualitative questions in which they provided additional context about the role that giftedness has played in their work experiences and what improvements their organizations can make to improve their current work experience. The research intent was to determine the relationship between self-concept and organizational fit to advance the study of giftedness across the life span and inform organizations about the needs of the gifted adult demographic in the workforce.