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Person-Environment Fit (Holland (The types (RIALSEC) (Artistic "…
Person-Environment Fit
Definition of P-E fit
The compatibility between the person and their work environment
Related to
Profession
Role at work
Organisation
Team
High congruency = high satisfaction, well-being and performance
Types of Fit
Supplementary
The job/ organisation reflects the values of the individual
Complementary
The job/ organisation fulfils the needs of the individual, and the individual supplies the organisation's demands
Consequences of Incongruency (Poor Fit)
Kristof-Brown
meta-analysis
P-J fit --> satisfaction
P-J fit -> Quitting
P-J fit -> performance
P-Supervisor fit -> performance
Supports the Complementary view: that a needs and supplies relationship exists
Matching...
Person
Knowledge/ skills
Values and Goals
Interests
Needs
Environment
Vocational characteristics
Job demands
Organisation culture
Provisions and Goals
Holland
Vocational choice reflects personality type
If job/ environment does not match personality, changes will be made to alter situation and find a better fit
3 assumptions of the theory
Environments resemble 1 of 6 types
Person-Environment congruence influences stability, satisfaction and productivity
Individuals have 1 of 6 personality types
The types (RIALSEC)
Artistic
"Creators"
Job:
musician, artist etc
E:
Creative. Expressive, original, intuitive, non-conforming. A complex, independent, flexible WV. Promotes
complexity, emotionality, imagination, openness
Social
"Helpers"
Job:
Counsellor, teacher etc
E:
Co-operative, flexible WV. Rewards social value displays. Promotes
generousity, responsibility, tactfulness, warmth and persuasion
Investigative
"Thinkers"
Job:
Scientist, police etc
E:
Investigative activities. Rewards scientific competency. A scholarly, complex, abstract WV. Promotes
analytical thinking, rationality, curiousity, precision
Enterprising
"Persuaders"
Job:
Sales, management etc
E:
Selling, leading. Rewards money, power and status. Aggressive, popular, confident. Promotes
energy, optimism and dominance
Realistic
"Do-ers"
Job:
mechanic etc
E:
Involves machinery or tools. Rewards conventional attitudes. A simple, tangible, non-abstract, not particularly social WV. Promotes
self-efficacy, persistence, conformity, mechanical skill, logic
Conventional
"Organisers"
Jobs:
'Old-fashioned'
e.g.
Bookkeeper, accountant
E:
Recording, organising. Conformity, Order, Stereotypes, Simplicity. Promote
carefulness, inhibition, efficiency, practicality
Environments promote certain worldviews (WV) and encourage/ reward certain traits
...& Prediger
Ideas-Data and Things-People dimensions
Jobs can encompass more than one environment/person type
Given 3 in order of importance/ relevance
e.g.
Fashion Designer = ASR whereas Interior Designer = AES
The Big 5
Gottfredson
Openness: Investigative/ Artistic
Extroversion: Social/ Enterprising
Conscientiousness: Conventional
Weak Correlations
Neuroticism negatively related to
all
No Correlations
Agreeableness
Values
Sagiv
Universalism & Benevolence (
Social
)
Conformity & Tradition & Security (
Conventional
)
Power & Achievement (
Enterprising
)
Hedonism
Self-Direction & Stimulation (
Artistic & Investigative
)
Clearest in counselees career choices
Person-Organisation fit
Muchinsky
Supplementary
Characteristics match
P
Personality
Values
Goals
Attitudes
O
Values
Goals
Norms
Culture/ Climate
Complementary
Supplies meet Demands
Needs-supplies
Resources
Financial
Physical
Psychological
Opportunities
Interpersonal
Task-related
Demands-abilities
Resources
Commitment
Experience
Time
Effort
Measurement
Direct (self-report)
Posner
Manager self-ratings
Compromise of personal principles
Compatibility of values
Personal Success and Organizational Commitment related
Are variables independent? Is there a consistency bias? Can we imply causation?
Separation of Individual factors and Organization factors
Your values
v
Organizational values and structure
Still subjective? Aggregating - is there a sufficient level of agreement? One score is not indicative? Divergence between sub-groups may exist?
Actual (indirect)
Antecedents
Attraction
Needs achievement related to Performance-based salary
Selection
P-O fit more important than qualifications
Not actual though... "Similar-to-me" bias kicks in and interviewer-person fit is actually what ends up being assessed/ valued
"Similar to ideal" bias also exists - the applicant seems to fit with the ideal standard - this is the
strongest
factor
Socialization
Social activities can increase P-O fit - 4 month follow-up (direct and actual)
Turnover
Intentions to quit are higher than actual turnover rates
Kristof
Selection: Influence tactics
i.e.
techniques that applicant can use to influence perceptions and decisions of the recruiter
Higgins
Ingratiation
Specific actions which increase liking
e.g.
opinion conformity and other enhancements
Self-promotion
Promoting one's positive characteristics and eliciting attributions of competence
i.e.
showing self in best light
Outcomes
Kristof
Pre-entry
Applicant attraction
Job acceptance
Intent to hire
Job negotiation
Post-entry
Attitudes (commitment etc)
Prosociality
Strain (stress fit)
Performance
Tenure (stay longer!)
High satisfaction -> good well-being -> high performance
Person-Team Fit
Similar in
Goals
Personality
Values
Diverse in
Knowledge
Skills
Abilities
