Person-Organization Fit and Organizational Outcomes

Abstract

The primary purpose of this research was to examine the influence of the organizational setting and individual employee characteristics on attitudes, behaviors, and organizational success. This objective was based on the evaluation of culture and climate, demographic and personality factors, and person-organization fit (P-0 fit) theory. A survey that assessed individual and organizational characteristics was administered. Using the survey method, a new, more versatile way of measuring and studying P- O fit was provided and evaluated. Typically, P-0 fit has been a calculated index that is based on the comparison of an organizational culture profile and a desired organizational profile. In the present research, a self-reported measure of P-0 fit assessed individuals’ perception of their fit with the organization. This method appears to be an appropriate way to measure P-0 fit since it is the perception of fit/misfit that is reflected in individuals’ attitudes and behaviors. From the self-report data obtained, the effects of P-0 congruence were examined in terms of the influence of P-0 fit on outcomes such as employee satisfaction, commitment, and intent to leave. Specifically, this study explored the role of P-0 fit in comparison to the role of organizational culture. Substantial evidence was found to support the use of perceived P-0 fit in predicting organizational outcomes. Perceived P-0 fit contributed, beyond culture alone, to the explanation of satisfaction, commitment, and intent to leave. Upon examining the relationship between individual characteristics, P-0 fit, and organizational outcomes, differences in the importance of specific cultural factors were found to be related to gender. In addition, consideration was given to the influence of personality characteristics (i.e., need for achievement and locus of control) on satisfaction, commitment, and intent to leave. Hierarchical regression analysis provided limited support for the use of personality measures in conjunction with perceived P-0 fit to predict employee attitudes. Conceptual contributions to the literature and implications for organizational practices are discussed.