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.