Testing a Multidimensional Theory of Person-Environment Fit

The current study examines the validity of a multidimensional Person-Environment (PE) fit model proposed by Jansen and Kristof-Brown (2006). The overall aim of the paper is to test the model's factor structure and influences upon outcome measures. A panel of organizational employees from a wide...

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Bibliographic Details
Published in:Journal of managerial issues 2010-12, Vol.22 (4), p.476-493
Main Authors: Edwards, Julian A., Billsberry, Jon
Format: Article
Language:English
Subjects:
Applied psychology
Behavior
Conceptualization
Discriminant analysis
Empirical analysis
Employee turnover
Employees
Employment
Evaluation
Factor analysis
Job hunting
Job satisfaction
Location
Modeling
Organizational behavior
Person-environment fit
Personality
Polyethylenes
Predictive modeling
Researchers
Saliency
Self esteem
Socialization
Statistical variance
Studies
Surveys
Temporal logic
Tenure
Testing
Vocation
Work environment
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Summary:The current study examines the validity of a multidimensional Person-Environment (PE) fit model proposed by Jansen and Kristof-Brown (2006). The overall aim of the paper is to test the model's factor structure and influences upon outcome measures. A panel of organizational employees from a wide range of companies and locations were asked to complete a survey (n = 1,875) measuring five discrete dimensions of perceptual PE fit (Person-Organization, Person-People, Person-Job, Person-Group, and Person-Vocation) and three outcomes (organizational commitment, intention to leave, and job satisfaction). The first sequence of analysis tested the proposed model using Confirmatory Factor Analysis (CFA) statistical approaches. Model comparisons showed that Jansen and Kristof-Brown's (2006) original model in which the five dimensions of fit coalesce into a multidimensional construct was a poor fit with the data, but that a model in which the five dimensions of fit operate independently fit the data well. The second sequence of analysis found that the model without the multidimensional construct strongly predicted the outcomes of commitment, job satisfaction, and intention to leave. This paper discusses the implication of this research in relation to the PE fit literature.
ISSN:1045-3695
2328-7470