Person—organization fit[ edit ] Person—organization fit P—O fit is the most widely studied area of person—environment fit, and is defined by Kristof as, "the compatibility between people and organizations that occurs when a at least one entity provides what the other needs, b they share similar fundamental characteristics, or c both" Kristof, High value congruence is a large facet of person—organization fit, which implies a strong culture and shared values among coworkers.
While this may sound like a storybook tale, if we further consider that the same individual enjoys working in teams, is excited by working to meet challenging goals, and cherishes the opportunity to make important decisions without asking for approval, all of which his organization does not foster, suddenly our storybook tale has taken a turn for the dark side: While this fictitious example may seem extreme, it is closer to reality than you think.
When employees do not value the same things as the organization they work for, negative outcomes can result. Conversely, good fit between the values of an employee and organization can lead to positive outcomes, like higher levels of organizational commitment.
What is Person-Organization Fit? Person-Organization fit P-O fit is a concept that goes back many years, and is generally defined as compatibility between employees and their organizations.
Compatibility can result from one party supplying a need of the other party, similar values across parties, or both. Researchers have found meaningful relationships with P-O fit as a predictor of work attitudes, job performance, and turnover. Why is P-O Fit Important? The general idea behind the importance of P-O fit is based on the attraction-selection-attrition A-S-A theory.
According to the A-S-A theory, individuals are attracted to organizations with similar values and organizations tend to hire such individuals during the selection process. Finally, attrition becomes important as the employee sees first-hand the extent to which he or she is actually congruent with the organization, leading to a choice to either continue working for or leave the company.
What does P-O Fit Predict? As mentioned previously, P-O fit has demonstrated relationships with three very important outcomes: Work attitudes Turnover Job Performance While each of the three aforementioned outcomes is related to P-O fit, these relationships vary in magnitude; the strongest relationships are listed first.
It seems obvious, but individuals do not enjoy working for companies that do not align well with their personal values and often leave as a result.
Researchers have found P-O Fit to relate to both task performance performance on tasks required of the job and contextual performance performance on tasks outside of those required by the job, like Organizational Citizenship Behaviors.
Implications for Practice With the relationship between P-O fit and important work outcomes firmly established, the question becomes, how can organizations leverage this knowledge? Unfortunately, as it is currently conceptualized, P-O fit cannot be taught.
The values and interests individuals have when they join an organization are longstanding, and will likely not change much as a result of employment. The alternative option is to look for applicants who match the company and bring them aboard to increase overall fit.
This option is gaining in popularity in the last few years and will likely continue on that trend. To bring people aboard who match the organization, a P-O fit test, interview, or other form of selection tool will likely need to be implemented. Several consulting firms are available to aide in this type of selection.
As a result, the organization hires a different employee, one who prefers to work individually, is partial to working towards less optimistic goals, and would rather fall back on management when making important decisions.
Now the organization and employee fit very well and stay together for a long time, perhaps living happily ever after? David Daly DeGarmo This was a summary of the research and practice implications from: The use of person-organization fit in employment decision making: An assessment of its criterion-related validity.
Journal of Applied Psychology, 91, P-O fit is a type of Person-environment (P-E) fit in the organization in which people may fit or misfit (Judge and Kristof-Brown, ). P-O fit takes place when the organization fulfils employee‟s needs, whereas from all abilities-demands.
3 Person–job fit or person–organisation fit? A two-way process. It is important for both the job applicant and the organisation to ensure that the right job goes to the right person.
Taking the wrong job may be just as disastrous for the employee as for the organisation. Recruitment and selection, therefore, involves the organisation. Culture fit is the glue that holds an organization together.
That’s why it’s a key trait to look for when recruiting. The result of poor culture fit due to turnover can cost an organization between % of the person’s annual salary, according to the Society for Human Resource Management (SHRM). What is Person-Organization Fit?
Person-Organization fit (P-O fit) is a concept that goes back many years, and is generally defined as compatibility between employees and their organizations. Compatibility can result from one party supplying a need of the other party, similar values across parties, or both.
Person-Organisation Fit In Recruitment Words | 5 Pages The recruitment of employees is a costly expense to any business, so it pays to ensure that the recruitment process will reflect in the attraction of the most suitable candidates.
Recruitment & Selection. Using Person-Organization Fit In Selection.
What is Person-Organization Fit? Person-Organization fit (P-O fit) is a concept that goes back many years, and is generally defined as compatibility between employees and their organizations.
Compatibility can result from one party supplying a need of the other party.