Measurement of person-environment fit and prediction of satisfaction in the theory of work adjustment

The measurement of person-environment (P-E) fit and the relationship of fit and job satisfaction are described, illustrated, and evaluated from the perspective of the Theory of Work Adjustment. The construct of correspondence is explicated in terms of statistical measures and applied to the prediction of job satisfaction. Two studies are reported. Using 19 statistical indices across six occupational groups, study 1 examined the issues of commensurate measurement and representations of the correspondence and satisfaction relationship. Results provided evidence for commensurate structures and directional interpretations of needreinforcer correspondence. Study 2 evaluated the relationship of four correspondence indices and job satisfaction with 225 adult vocational counseling clients in 98 different occupations 1 year after initial contact. The findings indicated that the correspondence and satisfaction relationship was moderated by profile component, type of reinforcer profile, and client's sex. Overall, the results show that the best statistical indices for assessing correspondence seem to be measures of profile shape, which explain 3 to 30% of the variance in satisfaction. Implications for commensurate measurement and for the operational and theoretical development of the concept of correspondence are discussed.     

Integrating the levels of person-environment fit: The roles of vocational fit and group fit

Previous research on fit has largely focused on person-organization (P-O) fit and person-job (P-J) fit. However, little research has examined the interplay of person-vocation (P-V) fit and person-group (P-G) fit with P-O fit and P-J fit in the same study. This article advances the fit literature by examining these relationships with data collected from 167 employees and their respective supervisors. As predicted, P-V fit related positively to both P-O and P-J fit, while P-O and P-J fit together fully mediated relations between P-V fit and outcome variables. Also as predicted, P-G fit moderated several relations of P-O and P-J fit with such outcome variables as in-role and extra-role performance. The article concludes with directions for future research on relations among these four different types of fit and implications for management practice.     

The phenomenology of fit: linking the person and environment to the subjective experience of person-environment fit

The authors distinguished 3 approaches to the study of perceived person-environment fit (P-E fit): (a) atomistic, which examines perceptions of the person and environment as separate entities; (b) molecular, which concerns the perceived comparison between the person and environment; and (c) molar, which focuses on the perceived similarity, match, or fit between the person and environment. Distinctions among these approaches have fundamental implications for theory, measurement, and the subjective experience of P-E fit, yet research has treated these approaches as interchangeable. This study investigated the meaning and relationships among the atomistic, molecular, and molar approaches to fit and examined factors that influence the strength of these relationships. Results showed that the relationships among the approaches deviate markedly from the theoretical logic that links them together. Supplemental analyses indicated that molar fit overlaps with affect and molecular fit gives different weight to atomistic person and environment information depending on how the comparison is framed. These findings challenge fundamental assumptions underlying P-E fit theories and have important implications for future research.     

Well-being and motivational person-environment fit: A time-sampling study of emotions

The report is based on the data of seven studies (altogether 188 persons varying in gender, age, and education level) with the author's time-sampling diary, by which the subjects record their momentary mood, the behaviour setting, other persons present, activities, causal attributions of experienced emotions, and affected motives about four times a day for a period of 30 days. For each pattern of four 16PF second-order factors (median split), the relative frequencies of references to six classes of motives (i.e. the personal motive profiles) and for each of 16 behaviour settings, the relative frequencies by which each of those motives was satisfied in the whole sample of persons (environmental motive profiles) were derived from the diary data. The degree of motivational person–environment fit (P–E fit; correlation of personal and environmental motive profiles) was calculated for each combination of personality structure and behaviour setting. As predicted, a person's well-being in a behaviour setting clearly depends on the motivational P–E fit which explains the intra-individual variance of well-being (across situations) and the intra-situational variance (across persons) in addition to the variance explained by emotional stability and extraversion.     

Relation of person-environment fit to career certainty

This study examined the person-environment fit-career outcome relation by observing interests, self-efficacy and parental support as person aspects and major and occupational choice as separate indicators of the environment. Career certainty was selected as a career outcome. Two dimensional fit indices (People-Things and Data-Ideas) were examined as was the incremental validity of adding prestige fit indices. In addition, we examined the moderation of these PE fit-outcome relations by ethnicity (Anglos vs. Latino/a’s). Results revealed that the PE fit predictors were moderately related and none of the two dimensional PE fit predictors significantly related to career certainty, while nearly all of the Prestige PE fit-certainty relations were significant. Support was found for the spherical structure of work types and person variables [Tracey, T. J. G., & Rounds, J. (1996b). Contributions of the spherical representation of vocational interests. Journal of Vocational Behavior, 48, 85-95].     

Core self-evaluation and life satisfaction: The person-environment fit perspective

This study is the first to test the mediating roles of three person-environment (P-E) fit variables (i.e., person-major fit, person-university fit, and person-society fit), in the relationship between core self-evaluation and life satisfaction. Data from 794 Chinese university students were analyzed using structural equation modeling. Results supported a partial mediating effect for all three P-E fit variables on the relationship between core self-evaluation and life satisfaction. Person-major fit and person-university fit partially mediated the relationship between core self-evaluation and person-society fit. Additionally, person-society fit partially mediated the relationships of life satisfaction with person-major fit and person-university fit. The findings reveal the complicated mechanisms underlying the influence that core self-evaluation has on life satisfaction and suggest important implications for future research.     

Work-to-family conflict, positive spillover, and boundary management: a person-environment fit approach

This study adopted a person-environment fit approach to examine whether greater congruence between employees’ preferences for segmenting their work domain from their family domain (i.e., keeping work matters at work) and what their employers’ work environment allowed would be associated with lower work-to-family conflict and higher work-to-family positive spillover. Different facets of work-to-family conflict (time-based and strain-based) and positive spillover (affective and instrumental) were examined. According to latent congruence modeling of survey data from 528 management employees, congruence was negatively related to both time-based and strain-based work-to-family conflict and positively related to work-to-family instrumental positive spillover as expected. However, contrary to expectations, congruence was negatively related to work-to-family affective positive spillover. Implications for how boundary management processes may affect both positive and negative experiences of the work-family interface are discussed.     

Distress and help-seeking as a function of person-environment fit and self-efficacy: A causal model

Self-efficacy, indicators of distress (state anxiety and frequency of physical symptoms), help-seeking (visits to the campus health center, an outside physician, and a counselor), and two measures of person-environment (P-E) fit were assessed on 152 college students and examined in a LISREL model. The two P-E fit measures were perceived discrepancy, the profile difference score between how each student would like their residence floor and how each viewed it as being, and actual discrepancy, the profile difference score between how each would like the floor to be and the mean rating for how floor residents viewed the floor. It was found that self-efficacy and perceived discrepancy had independent and moderate effects on distress but not on help-seeking, whereas actual discrepancy was found to have a strong effect on help-seeking and no direct effect on distress. Help-seeking was found to have a strong negative effect on distress.     

Using a person-environment fit model to predict job involvement and organizational commitment

Using a sample of registered nurses from a large urban hospital, this longitudinal study tested the applicability of a person-environment fit model for predicting job involvement and organizational commitment. The personal variables in this model were Protestant work ethic and growth need strength, and the environmental variable was perceived job scope. Prior to testing the person-environment fit model, the discriminant validity of job involvement and organizational commitment scales was empirically established through factor analysis. The results of this study indicated that the proposed person-environment fit model is useful for predicting job involvement, but not organizational commitment. Results and limitations of the study are discussed.     

A test of the regulatory fit hypothesis in perceptual classification learning

This article builds a bridge between research on regulatory focus in motivation and classification learning. It tests the hypothesis that a fit between the situational regulatory focus and the reward structure of the task leads to greater cognitive flexibility than does a mismatch between situational focus and the reward structure and that the fit between the regulatory-focus-induced processing characteristics and the nature of the environment influences performance. In Experiment 1, we used a classification task for which cognitive flexibility should be advantageous and examined both gains (Experiment 1A) and losses (Experiment 1B) reward structures. In Experiments 2 and 3, we used a classification task for which cognitive flexibility should be disadvantageous. In Experiment 2, we used a gains reward structure, and in Experiment 3, we used a losses reward structure. As was predicted, when cognitive flexibility was advantageous, the participants in a regulatory fit showed faster learning and more quickly shifted toward the optimal response strategy. Also as was predicted, when cognitive flexibility was disadvantageous, the participants in a regulatory mismatch showed faster learning and more quickly shifted toward the optimal response strategy. Implications for current theories of motivation and classification learning are discussed.     

Becoming the Harvard man: person-environment fit, personality development, and academic success

The continuity and change of the needs and evaluations of the college environment and person-environment fit (PE fit) with the college environment were studied in a 4-year longitudinal study of students (N = 191). Perceptions of the environment changed more dramatically than corresponding self-perceived needs. PE fit demonstrated moderate levels of consistency over the 4-year span, but no significant increases in mean levels were found over time. Antecedents to PE fit in the college environment included both intelligence and openness to experience. Outcomes associated with PE fit included changes in personality traits linked to openness to experience and higher academic achievement. The implications of the findings for personality development and the relationship of PE fit to successful outcomes are discussed.     

Appraised changeability of a stressor as a modifier of the relationship between coping and depression: a test of the hypothesis of fit

The goodness of fit among the appraised changeability of a stressor, coping, and depression in people with psychiatric, physical health, work, and family problems was examined (N = 746). It was expected that problem-focused coping (as opposed to emotion-focused coping) would be used more and be more adaptive in situations appraised as changeable as compared with situations appraised as not changeable. Although few relationships existed between appraisal and coping, tests of fit between coping and depressed mood (maladaption) were much stronger. In people with nonpsychiatric conditions, problem-focused coping and depressed mood were negatively related when a stressor was appraised as changeable but were unrelated when a stressor was appraised as not changeable. Emotion-focused coping was positively related to depression when a stressor was appraised as changeable. No general relations were observed in the people with psychiatric conditions.     

Personality,training performance,and withdrawal: A test of the person-group fit hypothesis for organizational newcomers

Person-group fit, operationalized as the congruency between employee personality characteristics and an average profile of successful job incumbents within that occupation, was examined relative to training performance, absenteeism, and turnover of airline flight attendants. Two sets of hypotheses were proposed: (a) increased person-group fit would improve training performance and increase attendance and turnover, and (b) person-group fit would moderate the training performance-attendance and the training performance-turnover relationships. In general, the main effect influence of person-group fit on performance, attendance, and turnover was not supported. Person-group fit, however, did moderate the training performance-withdrawal relationships. Implications of the results and suggestions for further research are discussed.     

E = f(P,B): The road to a radical approach to person-environment fit

The title suggests the thesis of this article: Environments are a function of the people behaving in them. I first briefly review my personal saga resulting in the idea that persons cause environments to be what they are. Then I review a new conceptualization of organizational functioning based on the attraction-selection-attrition framework. Implications of this framework for various areas of study in I/O psychology and vocational behavior are then described.     

Actual environments do affect motivation and psychological adjustment: A test of self-determination theory in a natural setting

This study examined the impact of the actual environment on changes in psychological adjustment over time. According to Self-Determination Theory (SDT; Deci and Ryan, Intrinsic motivation and self-determination in human behavior, 1985a, Plenum, New York; J Res Pers 19:109–134, 1985b; Psychol Inq 11:227–268, 2000), environments that are objectively supportive of autonomy should facilitate psychological adjustment through their impact on people’s subjective perceptions of autonomy and self-determined motivation. The present study tested this hypothesis using a prospective design with nursing homes residents. Results from structural equation modeling showed that actual autonomy-supportive nursing home environments were positively associated with residents’ perceptions of autonomy that in turn predicted self-determined motivation in major life domains. Self-determined motivation, in turn, predicted increases in psychological adjustment over a one-year period. Theoretical implications of the present findings are discussed in line with SDT.

Attachment avoidance and the cultural fit hypothesis: A cross-cultural investigation

This study examined the impact of attachment avoidance on relationship outcomes. A "cultural fit" hypothesis, which states that individual differences in personality should be associated with relationship problems if they encourage patterns of behavior that are incongruent with cultural norms, was investigated. It was hypothesized that attachment avoidance, a style of relationship in which emotional distance and independence are emphasized, would be more strongly associated with relationship problems in more collectivist societies (Hong Kong and Mexico) than in a more individualist one (the United States), given the greater emphasis placed on closeness and harmony in relationships in collectivist cultures. As predicted, associations between avoidant attachment and relationship problems were stronger in Hong Kong and Mexico than in the United States.     

Toward an understanding of the relationships among organizational change, individual differences, and changes in person-environment fit: a cross-level study

Organizational behavior literature has not typically viewed person-environment (P-E) fit as an outcome of change. Whereas the study of antecedents to employees' fit with their work environment has largely been restricted to the selection and socialization of newcomers, this study examines individuals' perceptions of changes in P-E fit in relation to organizational changes occurring in 34 different organizational work units. Results suggest that the relationships between organizational change and perceived changes in fit are best understood as interactions between the characteristics of the change process, the extent of change, and individual differences. Both age and mastery orientation related to perceived changes in P-E fit through interactions with aspects of the change process.