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Person-Environment Fit - Coggle Diagram
Person-Environment Fit
Person-Environment Fit
Person-Environment Fit
- Compatibility between person & their work environment
- Good fit contributes to positive factors
Diff Areas
- Profession
- Role at work
- Organisation
- Team
Positive Factors
- High satisfaction from work
- General high wellbeing
- High performance
Types of Fit
- Supplementary
- Complementary
Supplementary Fit
- Like those who resemble & desire same things as us
- Same values as organisation/job
Complementary Fit
- Make whole/needs-supply/demands-abilities fit
- Job/organisation fulfils needs & employee supplies organisation demands
Study: Meta-Analysis of Consequences of Fit (Kristof-Brown et al., 2005)
- A: Consequences of person-environment fit across diff domains
- M: Meta-analysis
- R: Highest satisfaction in complementarity fit across diff domains
Domains
- Person-job fit
- Person-supervisor fit
Findings of High Person-Job Fit
- Higher job satisfaction
- Less intention to quit
- Higher overall performance
Findings of High Person-Supervisor Fit
- Higher overall performance
Person
- Personal interests
- Knowledge, skills, abilities
- Value
- Needs
- Employee's goals
Environment
- Vocational characteristics
- Job demands
- Organisational culture
- What work provides
- Employer goals
Holland Typology
Types
- Realistic
- Investigative
- Artistic
- Social
- Enterprising
- Conventional
Realistic
- Likes: Building, working w. things, to be outdoors
- Abilities: Mechanical, athletic
- Traits: Practical, stable
- Occupations: All technology & engineering
Example: Realistic Occupations
Investigative
- Likes: Logic, intellectual challenge, working w. ideas
- Abilities: Mathematical & scientific
- Traits: Analytical, cautious, critical, curious, independent
- Occupations: All sciences
Example: Investigative Occupations
- Lab assistant
- University professor
Artistic
- Likes: Art, aesthetic
- Abilities: Artistic, writing, musical
- Traits: Expressive, emotional, imaginative, intuitive
- Occupations: Artistic
Example: Artistic Occupations
- Actor
- Composer
- Stage director
- Interior decorator
Social
- Likes: Helping
- Abilities: Social skills
- Traits: Helpful, friendly, idealistic, insightful, responsible
- Occupations: Social care
Example: Social Occupations
- Teacher
- Counsellor
- Nurse
- Psychologist
Enterprising
- Likes: Influencing others, interest in economics/politics
- Abilities: Leadership & speaking abilities
- Traits: Ambitious, energetic, domineering, confident
- Occupations: Commercial
Example: Enterprising Occupations
- Salesperson
- Manager
- Buyer
- TV producer
- Politician
- Stock broker
- Estate agent
Conventional
- Likes: Order, being indoors
- Abilities: Leadership & speaking
- Traits: Orderly, conforming, careful, practical
- Occupations: Office
Example: Conventional Occupations
- Secretary
- Book-keeper
- Accountant
Holland Code
- 3 letters in order of importance
RIALSEC
RIALSEC: Mapping Occupations & Study Programmes
- Core groups
- Expand into subgroups
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Subgroups
- Business operations
- Technical
- Science & tech
- Arts
- Social service
- Admin & sales
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Study: Holland Interests & Big 5 (Gottfredson et al., 1993)
- R: Interests & RIALSEC linked but weak relations
- Neuroticism negative w. everything
- No links w. agreeableness
Interests Linked
- Openness - Extraversion
- Extraversion - Conscientiousness
- Conscientiousness - Openness
- Conventional
- Realistic
- Investigative
RIALSEC Linked
- Openness
- Extraversion
- Conscientiousness & openness
Agreeableness Explanation
Study: Meta-Analysis (Wilmot & Ones, 2021)
- A: Personality traits & performance
- M: Meta-analysis
- R: Personality traits associated w. diff types performance
Performance
- Supervisory measures of overall job/objective performance outcomes
Personality Traits Associated
- Extraversion
- Agreeableness
- Openness
- Neuroticism
- Conscientiousness
Openness
- Greater performance in professional occupations
Conscientiousness
- Greater performance in any occupation
Extraversion
- Greater performance in sales & management jobs
Agreeableness
- Greater performance in healthcare jobs
Neuroticism
- Decreased performance in skilled/semiskilled, law enforcement, & military
Study: Values (Sagiv, 2002)
- A: Holland traits & values
- R: Traits aligned w. certain values
Values Circle
- Universalism
- Benevolence
- Conformity & tradition
- Security
- Power
- Achievement
- Hedonism
- Stimulation
- Self-direction
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Conformity & Tradition
- Obedience
- Humility
- Devoutness
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Linked Traits
- Artistic & investigative
- Social
- Conventional
- Enterprising
Artistic & Investigative
- High self-direction
- High universalism
Social
- High benevolence
- Low achievement
Conventional
- High conformity & tradition
- High security
Enterprising
- High power
- High achievement
Study: Person-Vocation Fit (vanVianen, 2018)
- A: Holland interests & person-vocation fit
- M: Review
- R: Some relationship between interests & fit
- .+ related to task performance & organisational citizenship behaviour
- related to counter-productive behaviour
- Not related to job satisfaction
Explanation (vanVianen, 2018)
- Holland too broad
- Can be formally investigative
- But day-to-day activities conventional
- Workers craft job to improve fit
- Except in exceptional circumstances
Exceptional Circumstances
- Culture that requires conformity
- Vocation/organisation w. rigid rules & regulations
-
Person-Organisation Fit
Supplementary Fit
- Organisation characteristics & person characteristics
Organisation Characteristics
- Culture/climate
- Values
- Goals
- Norms
Person Characteristics
- Personality
- Values
- Goals
- Attitudes
Study: Matching Characteristics (Delloit, 2019)
- R: 86% millennials say would leave employer whose values no longer match theirs
Conceptualisation of Fit (Muchinsky & Monahan, 1987; Kristof 1996)
- Organisation & person supplementary fit
- Organisation further divided
- Person further divided
- Organisation supplies & person demands complementarity fit
- Person supplies & organisation demands complementary fit
Study: Perceived Fit (vanVianen, 2018)
- A: Percieved fit
- M: Qs
- R: Strong relations to satisfaction
Limitation
- Relation so strong it could be happy people feeling fit
- Direction of causality from person to environment
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Organisation
- Objective organisational structure
- Averaged across all respondents
Limitation
- Values, goals, & culture still perceptual
- Aggregating not indicate sufficient level of agreement
- One score not indicative
- Divergence between sub-groups informative
Antecedents of Person-Organisation Fit
- Attraction
- Selection
- Applicant influence tactics
- Socialisation
- Turnover
Study: Attraction (Chapman et al., 2005; Kristof-Brown
et al., 2005)
- A: Risk aversion in state vs private owned (Turban
et al., 2001)
Limitation
- Job seekers focus on + (ideal organisation) not - (vanVianen, 2018)
- Not so much application/job choice (Kristof-Brown & Guay, 2011)
Study: Selection
- A: What contribute to getting hired
- M: Interviewer seek P-O fit over qualifications
- R: Perceived value-fit between applicant & ideal applicant
- Similar-to-ideal bias the strongest factor
Interviewer Seek
- Direct interviewer perception
- Not actual interviewer perception
Similar-to-Me Bias (Higgins & Judge, 2004)
- Applicant succeed in influencing
Study: Applicant Interview Tactics (Higgins & Judge)
- A: What works best in selection process
What Works Best
- Ingratiation
- Self-promotion
Integration
- Use of specific actions to increase liking
- Opinion conformity
- Other enhancement
- Favour doing
Self-Promotion
- Promote own positive characteristics
- Elicit attributions of competence
Study: Socialisation
- Social activities not formal training (Chatman, 1991)
- Direct & action P-O fit higher after 4 months (Cooper-Thomas et al., 2004)
Study: Turnover (Kristof-Brown et al., 2005)
- R: Intentions higher than actual
Person-Team Fit
Person-Team Fit
- Good fit contributes to effective team work
- Assess what works well
Similarity
- Values
- Goals
- Sometimes in personality
Diversity
- Knowledge
- Skills
- Abilities
Study: Person-Team Fit (vanVianen, 2018)
- A: Effects of overall fit
- R: Some environments better for all & effect diff outcomes
Environments Better for All
Diff Outcomes
- Relate most strongly to attitudinal outcomes
- Relate less strongly to behavioural outcomes