Distinguishing between Employees' Perceptions of Person–Job and Person–Organization Fit

This study examines the relationship between employees' perceptions of person–job (P-J) and person–organization (P-O) fit. Survey data collected from 231 employees (104 office personnel and 127 drivers) of a national trucking company show a low correlation (r=.18) between the two types of self-...

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Bibliographic Details
Published in:Journal of vocational behavior 2001-12, Vol.59 (3), p.454-470
Main Authors: Lauver, Kristy J., Kristof-Brown, Amy
Format: Article
Language:English
Subjects:
contextual performance
Employee Attitudes
intent to quit
Intention
Job Performance
Job Satisfaction
Labor Turnover
Organizational Climate
Person Environment Fit
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Summary:This study examines the relationship between employees' perceptions of person–job (P-J) and person–organization (P-O) fit. Survey data collected from 231 employees (104 office personnel and 127 drivers) of a national trucking company show a low correlation (r=.18) between the two types of self-reported fit. Both P-J and P-O fit had a unique impact on job satisfaction and intent to quit. P-O fit was a better predictor of intentions to quit than was P-J fit, but there was little difference in their relative influence on job satisfaction. The predicted positive relationship between perceived P-O fit and contextual performance (extrarole behaviors an employee performs beyond those prescribed in their job description) was also supported. No relationship was found between perceived P-J fit and task performance. Taken as a whole, these results provide further evidence that employees' perceptions of P-J and P-O fit should be treated as distinct constructs.
ISSN:0001-8791
1095-9084
DOI:10.1006/jvbe.2001.1807