The match between employees and their vocations, jobs and organizations has been the focus of the majority of past person-environment fit research. The compatibility between individuals and their work team environments is a more recently recognized, but much less studied, type of fit. Person-team fit is conceptualized here along two fundamental dimensions of team environments: interdependence and social interaction. Results from a study involving 209 cross-functional team members indicate that person-team fit has an impact on satisfaction, commitment, trust and performance.
References
[1]
O’Toole, J.; Lawler, E.E., III. The New American Workplace; Palgrave Macmillan: New York, NY, USA, 2006.
[2]
Lewin, K. Dynamic Theory of Personality; McGraw-Hill: New York, NY, USA, 1935.
[3]
Schneider, B. Interactional psychology and organizational behavior. In Research in Organizational Behavior; Staw, B.M., Cummings, L.L., Eds.; JAI Press: Greenwich, CT, USA, 1983; Volume 5, pp. 1–31.
[4]
Kristof-Brown, A.L.; Zimmerman, R.D.; Johnson, E.C. Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Pers. Psychol. 2005, 58, 281–342, doi:10.1111/j.1744-6570.2005.00672.x.
[5]
French, J.R.P.; Rogers, W., Jr.; Cobb, S. Adjustment as person-environment fit. In Coping and Adaptation; Coelho, G.V., Hamburg, D.A., Adams, J.E., Eds.; Basic Books: New York, NY, USA, 1974; pp. 316–333.
[6]
Holland, J.L. Making Vocational Choices: A Theory of Careers; Prentice-Hall: Englewood Cliffs, NJ, USA, 1985.
[7]
Edwards, J.R. Person-job fit: A conceptual integration, literature review, and methodological critique. In International Review of Industrial and Organizational Psychology; Cooper, C.L., Robertson, I.T., Eds.; John Wiley & Sons Ltd: New York, NY, USA, 1991; Volume 6, pp. 283–357.
[8]
Kristof, A.L. Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Pers. Psychol. 1996, 49, 1–49, doi:10.1111/j.1744-6570.1996.tb01790.x.
[9]
Witt, L.A. Enhancing goal congruence: A solution to organizational politics. J. Appl. Psychol. 1998, 83, 666–674, doi:10.1037/0021-9010.83.4.666.
[10]
Werbel, J.D.; Johnson, D.J. The use of person-group fit for employment selection: A missing link in person-environment fit. Hum. Resour. Manage. 2001, 40, 227–240, doi:10.1002/hrm.1013.
[11]
Ferris, G.R.; Youngblood, S.A.; Yates, V.L. Personality, training performance, and withdrawal: A test of the person-group fit hypothesis for organizational newcomers. J. Vocat. Behav. 1985, 27, 377–388, doi:10.1016/0001-8791(85)90045-4.
[12]
Vancouver, J.B.; Millsap, R.E.; Peters, P.A. Multilevel analysis of organizational goal congruence. J. Appl. Psychol. 1994, 79, 666–679, doi:10.1037/0021-9010.79.5.666.
[13]
Adkins, C.L.; Ravlin, E.C.; Meglino, B.M. Value congruence between co-workers and its relationship to work outcomes. Group Organ. Manage. 1996, 21, 439–460, doi:10.1177/1059601196214005.
[14]
Kristof-Brown, A.L.; Stevens, C.K. Goal congruence in project teams: Does the fit between members’ personal mastery and performance goals matter? J. Appl. Psychol. 2001, 86, 1083–1095, doi:10.1037/0021-9010.86.6.1083.
[15]
Hollenbeck, J.R.; Moon, H.; Ellis, A.P.J.; West, B.J.; Ilgen, D.R.; Sheppard, L.; Porter, C.O.L.H.; Wagner, J.A., III. Structural contingency theory and individual differences: Examination of external and internal person-team fit. J. Appl. Psychol. 2002, 87, 599–606, doi:10.1037/0021-9010.87.3.599.
[16]
Burch, G.St.J.; Anderson, N. Measuring person-team fit: Development and validation of the team selection inventory. J. Manage. Psychol. 2004, 19, 406–426, doi:10.1108/02683940410537954.
[17]
Adkins, B.; Caldwell, D. Firm or subgroup culture: Where does fitting in matter most? J. Organ. Behav. 2004, 25, 969–978, doi:10.1002/job.291.
[18]
Hollenbeck, J.R. A structural approach to external and internal person-team fit. Appl. Psychol. Int. Rev. 2000, 49, 534–549.
[19]
DeRue, D.S.; Morgeson, F.P. Stability and change in person-team and person-role fit over time: The effects of growth satisfaction, performance, and general self-efficacy. J. Appl. Psychol. 2007, 92, 1242–1253, doi:10.1037/0021-9010.92.5.1242.
[20]
Hackman, J.R. The design of work teams. In Handbook of Organizational Behavior; Lorsch, J.W., Ed.; Prentice-Hall, Inc.: Englewood Cliffs, NJ, USA, 1987.
[21]
Conway, T.L.; Vickers, R.R.; French, J.R.P., Jr. An application of person-environment fit theory: Perceived versus desired control. J. Soc. Issues 1992, 48, 95–107.
[22]
Saavedra, R.; Early, P.C.; Van Dyne, L. Complex interdependence in task-performing groups. J. Appl. Psychol. 1993, 78, 61–72.
[23]
Cheng, J.L.C. Interdependence and coordination in organizations: A role-system analysis. Acad. Manage. J. 1983, 26, 156–162, doi:10.2307/256142.
[24]
Thompson, J.D. Organizations in Action; McGraw-Hill: New York, NY, USA, 1967.
[25]
Shea, G.P.; Guzzo, R.A. Groups as human resources. In Research in Personnel and Human Resources Management; Rowland, K., Ferris, G., Eds.; JAI Press: Greenwich, CT, USA, 1987; Volume 5, pp. 323–356.
[26]
Van Vijfeijken, H.; Kleingeld, A.; Van Tuijl, H.; Algera, J.A.; Thierry, H. Interdependence and fit in team performance management. Pers. Rev. 2006, 35, 98–117, doi:10.1108/00483480610636812.
[27]
Schneider, B. E = f(P,B): The road to a radical approach to person-environment fit. J. Vocat. Behav. 1987, 31, 222–230, doi:10.1016/0001-8791(87)90040-6.
[28]
Wagner, J.A. Studies of individualism-collectivism: Concept and measure. Group Organ. Stud. 1995, 11, 280–303, doi:10.1177/105960118601100309.
[29]
McClelland, D.C. Human Motivation; Scott Foresman: Glenview, IL, USA, 1985.
[30]
Steers, R.M.; Braunstein, D.N. A behaviorally-based measure of manifest needs in work settings. J. Vocat. Behav. 1976, 9, 251–266, doi:10.1016/0001-8791(76)90083-X.
[31]
Cheek, J.M.; Buss, A.H. Shyness and sociability. J. Pers. Soc. Psychol. 1981, 41, 330–339, doi:10.1037/0022-3514.41.2.330.
[32]
Locke, E.A. The nature and causes of job satisfaction. In Handbook of Industrial and Organizational Psychology; Dunnette, M., Ed.; Rand McNally: Chicago, IL, USA, 1976; pp. 1297–1350.
[33]
Fishbein, M.; Ajzen, I. Belief, Attitude, Intention, and Behavior: An Introduction to Theory and Research; Addison-Wesley: Reading, MA, USA, 1975.
[34]
Mowday, R.; Steers, R.; Porter, L. Organizational Linkages: The Psychology of Commitment, Absenteeism, and Turnover; Academic Press: New York, NY, USA, 1979.
[35]
O’Reilly, C.A., III.; Chatman, J.; Caldwell, D.F. People and organizational culture: A profile comparison approach to assessing person-organization fit. Acad. Manage. J. 1991, 34, 487–516, doi:10.2307/256404.
[36]
Morris, J.H.; Steers, R.M. Structural influences in organizational commitment. J. Vocat. Behav. 1980, 17, 50–57, doi:10.1016/0001-8791(80)90014-7.
[37]
Lewis, J.; Weigert, A. Trust as a social reality. Soc. Forces 1985, 63, 967–985.
[38]
Mayer, R.C.; Davis, J.H.; Schoorman, F.D. An integrative model of organizational trust. Acad. Manage. Rev. 1995, 20, 709–734.
[39]
Dirks, K.T. The effects of interpersonal trust on work group performance. J. Appl. Psychol. 1999, 84, 445–455, doi:10.1037/0021-9010.84.3.445.
[40]
Ravlin, E.C.; Ritchie, C.M. Perceived and actual organizational fit: Multiple influences on attitudes. J. Manage. Issues 2006, 18, 175–192.
[41]
O’Reilly, C.A., III.; Chatman, J. Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization of prosocial behavior. J. Appl. Psychol. 1986, 71, 492–499, doi:10.1037/0021-9010.71.3.492.
[42]
Chatman, J.A. Improving interactional organizational research: A model of person-organization fit. Acad. Manage. Rev. 1989, 14, 333–349.
[43]
Goodman, S.A.; Svyantek, D.J. Person-organization fit and contextual performance: Do shared values matter? J. Vocat. Behav. 1999, 55, 254–275, doi:10.1006/jvbe.1998.1682.
[44]
Elfenbein, H.A.; O’Reilly, C.A., III. Fitting in: The effects of relational demography and person-culture fit on group process and performance. Group Organ. Manage. 2007, 32, 109–142, doi:10.1177/1059601106286882.
[45]
Campion, M.A.; Papper, E.M.; Medsker, G.J. Relations between work group characteristics and effectiveness: A replication and extension. Pers. Psychol. 1996, 49, 429–452, doi:10.1111/j.1744-6570.1996.tb01806.x.
[46]
Bretz, R.D.; Judge, T.A. Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. J. Vocat. Behav. 1994, 44, 32–54, doi:10.1006/jvbe.1994.1003.
[47]
Wageman, R. Interdependence and group effectiveness. Admin. Sci. Quart. 1995, 40, 145–180, doi:10.2307/2393703.
[48]
Edwards, A.L. Edwards Personal Preference Schedule; The Psychological Corporation: New York, NY, USA, 1953.
[49]
Jackson, D.N. Personality Research Form Manual; Research Psychologists Press, Inc.: Foshen, NY, USA, 1974.
[50]
Pearce, J.L.; Gregersen, H.B. Task interdependence and extrarole behavior: A test of the mediating effects of felt responsibility. J. Appl. Psychol. 1991, 76, 838–844, doi:10.1037/0021-9010.76.6.838.
[51]
Caplan, R.D. Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms. J. Vocat. Behav. 1987, 31, 248–267, doi:10.1016/0001-8791(87)90042-X.
[52]
Mayer, R.C.; Davis, J.H. The effect of the performance appraisal system on trust for management: A field quasi-experiment. J. Appl. Psychol. 1999, 84, 123–136, doi:10.1037/0021-9010.84.1.123.
[53]
Kaiser, H.F. An index of factorial simplicity. Psychometrika 1974, 39, 31–36, doi:10.1007/BF02291575.
[54]
Stewart, D.W. The application and misapplication of factor analysis in marketing research. J. Marketing Res. 1981, 18, 51–62, doi:10.2307/3151313.
[55]
Kivimaki, M.; Kuk, G.; Elovainio, M.; Thomson, L.; Kalliomaki-Levanto, T.; Heikkila, A. The Team Climate Inventory (TCI)—Four or five factors? Testing the structure of TCI in samples of low and high complexity jobs. J. Occup. Organ. Psych. 1997, 70, 375–390, doi:10.1111/j.2044-8325.1997.tb00655.x.
[56]
Mishra, D.P.; Heide, J.B.; Cort, S.G. Information asymmetry and levels of agency relationships. J. Marketing Res. 1998, 35, 277–296, doi:10.2307/3152028.
[57]
Bedeian, A.G.; Ferris, G.R.; Kacmar, K.M. Age, tenure, and job satisfaction: A tale of two perspectives. J. Vocat. Behav. 1992, 40, 33–48, doi:10.1016/0001-8791(92)90045-2.
[58]
Aiken, L.S.; West, S.G. Multiple Regression: Testing and Interpreting Interactions; Sage: Newbury Park, CA, USA, 1991.
[59]
Venkatraman, N. The concept of fit in strategy research: Toward verbal and statistical correspondence. Acad. Manage. Rev. 1989, 14, 423–444.
[60]
Meyer, J.P.; Irving, P.G.; Allen, N.J. Examination of the combined effects of work values and early work experiences on organizational commitment. J. Organ. Behav. 1998, 19, 29–52, doi:10.1002/(SICI)1099-1379(199801)19:1<29::AID-JOB818>3.0.CO;2-U.
[61]
Puccio, G.J.; Talbot, R.J.; Joniak, A.J. Person-environment fit: Examining the use of commensurate scales. Psychol. Rep. 1995, 76, 931–938, doi:10.2466/pr0.1995.76.3.931.
[62]
Sutton, G.; Griffin, M.A. Integrating expectations, experiences, and psychological contract violations: A longitudinal study of new professionals. J. Occup. Organ. Psych. 2004, 77, 493–514, doi:10.1348/0963179042596487.
[63]
Cohen, J.; Cohen, P. Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences, 2nd ed.; Lawrence Erlbaum Associates: Hillsdale, NJ, USA, 1983.
[64]
Podsakoff, P.M.; Organ, D.W. Self-reports in organizational research: Problems and prospects. J. Manage. 1986, 12, 531–544, doi:10.1177/014920638601200408.
[65]
Kristof-Brown, A.L.; Colbert, A.E.; Jansen, K.J. A policy-capturing study of the simultaneous effects of fit with jobs, groups and organizations. J. Appl. Psychol. 2002, 87, 985–993, doi:10.1037/0021-9010.87.5.985.
[66]
Molleman, E.; Nauta, A.; Jehn, K.A. Person-job fit applied to teamwork: A multilevel approach. Small Gr. Res. 2004, 35, 515–539, doi:10.1177/1046496404264361.
[67]
Shin, Y. A person-environment fit model for virtual organizations. J. Manage. 2004, 30, 725–743.
[68]
Schneider, B.; Goldstein, H.W.; Smith, D.B. The ASA framework: An update. Pers. Psychol. 1995, 48, 747–773, doi:10.1111/j.1744-6570.1995.tb01780.x.
[69]
Gully, S.M.; Incalcaterra, K.A.; Joshi, A.; Beaubieu, J.M. A meta-analysis of team-efficacy, potency, and performance: Interdependence and level of analysis as moderators of observed relationships. J. Appl. Psychol. 2002, 87, 819–832, doi:10.1037/0021-9010.87.5.819.
[70]
Kalleberg, A.L. The mismatched worker: When people don’t fit their jobs. Acad. Manage. Perspect. 2008, 22, 24–40, doi:10.5465/AMP.2008.31217510.
[71]
Werbel, J.D.; DeMarie, S.M. Aligning strategic human resource management and person-environment fit. Hum. Resour. Manage. R. 2005, 15, 247–262, doi:10.1016/j.hrmr.2005.10.001.
