PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS

TLDR

Definitional and measurement challenges in person‑organization fit underpin a review of the literature and inform future research and managerial practice. The article aims to refine the definition of person‑organization fit by integrating supplementary and complementary perspectives and distinguishing it from related constructs such as person‑group and person‑vocation fit. The authors develop a conceptual model of person‑organization fit and review measurement approaches, contrasting direct perceived‑fit assessments with indirect actual‑fit measures at cross‑ and individual‑level, and discuss the debate over difference scores. The review concludes that precise measurement of supplementary and complementary fit is essential, highlights the distinction between direct and indirect assessment methods, and proposes future research directions and managerial applications.

Abstract

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, silch 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.