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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, such 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.
Person-organization (P-O) fit is a topic that has attracted the attention of both scholars and managers during recent years. In essence, research on P-O fit concerns the antecedents and consequences of compatibility between people and the organizations in which they work. As organizations confront downsizing, quality initiatives, and changes in or removal of job structures, the benefits of employing people who can be mobile within an organization have been widely recognized (e.g, Bowen, Ledford, & Nathan, 1991; Bridges, 1994; Dumaine, 1987; Howard, 1995). Achieving high levels of P-O fit through hiring and socialization is often touted as the key to retaining a workforce with the flexibility and organizational commitment necessary to meet these competitive challenges. Although the P-O fit literature has been reviewed (Judge & Ferris, 1992; Schneider, Goldstein, & Smith, 1995), there have been few attempts at integrating its various conceptualizations, operationalizations, or measurement strategies. Therefore, the present paper explores the domain, measurement issues, and contributions of this literature, while also suggesting research directions for future investigations of P-O fit.
The paper is organized around four specific objectives. The first objective is to clearly define the topic of interest. Rynes and Gerhart (1990) described P-O fit as "elusive" and as having an imprecise and inconsistent definition. Imprecision in a construct's definition can result in contradictory operationalizations, inadequate measures, and even conflicting results (Schwab, 1980). Therefore, this paper begins by describing P-O fit's multiple conceptualizations and distinguishing it from other forms of person-environment (P-E)...