Testing a Multidimensional Theory of Person-Environment Fit

• 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
• ISSN: 1045-3695; 2328-7470

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.