What Is Job Fit and Why Does It Matter?

What Is Job Fit and Why Does It Matter

3. Person-Organization Fit

One way to understand person-organization fit is to start with the idea of values—the things that you find important. Organizational culture is partly determined by the values of the individuals within that organization, as well as the shared norms stemming from those values. Person-organization fit, then, entails the extent to which you feel as if your personal values align with the values of the organization and its members.

Person-organization job fit is a strong predictor of whether or not someone will be committed to an organization in the long-term. Additionally, individuals who feel higher levels of this type of fit typically enjoy being at work and connecting with colleagues. In turn, they tend to engage in citizenship behaviors such as helping their peers or advocating for their organization.

It’s quite common for someone to attempt to acclimate to the values and culture of an organization because earning a paycheck is more important than finding fit. In the long-term, this typically relates to feeling like an outsider, which can be psychologically taxing.

For those that do experience a value-misalignment with their organization, it can sometimes be offset by person-job fit. It’s therefore important to weigh the pros and cons of leaving an organization, and perhaps first consider focusing on creating the ideal job through need-supply and/or demand-ability fit.

Read Top 3 Tips To Create A Meaningful Vision In Your Life

4. Person-Vocation Job Fit

Person-vocation job fit entails the extent to which you identify with your vocation. Note that your vocation is broader than your job or organization; it encompasses your occupation or profession at large. When individuals identify with their vocation, they feel as if their vocation appropriately represents who they are and what they care about as a person.

Interestingly, the person-vocation fit has a relatively weak correlation with job satisfaction and work performance. Instead, this type of fit is a strong signal of your aspirations.

If you feel as if you don’t have a person-vocation fit, it suggests that you don’t feel like you have reached your full potential. If this is the case, it might be time to reevaluate which professions you are drawn to. This is likely to help facilitate high-quality self-reflection as it relates to your career goals.

Read 22 Rules For Living A Better Life By World’s Leading Psychiatrist

How All This “Fits” Together

Like it or not, your work fit will never be perfect. If it is, it’s unlikely to last forever. Think of job fit as four ongoing considerations that should be assessed and cultivated over time. If you can do that, you’ll increase your odds of being more satisfied and fulfilled at work.

So go ahead and take Steve Jobs’ advice. Look in the mirror and ask yourself, “If today were the last day of my life, would I want to do what I am about to do today?” You don’t have to do anything drastic—sometimes small, targeted changes can make all the difference.

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References:
1. Sylva, H., Mol, S.T., Den Hartog, D.N. and Dorenbosch, L., 2019. Person-job fit and proactive career behaviour: A dynamic approach. European Journal of Work and Organizational Psychology28(5), pp.631-645.
2. Kristof‐Brown, A.L., Zimmerman, R.D. and Johnson, E.C., 2005. Consequences OF INDIVIDUALS'FIT at work: A meta‐analysis OF person–job, person–organization, person–group, and person–supervisor fit. Personnel psychology58(2), pp.281-342.
3. Kilroy, S., Flood, P.C., Bosak, J. and Chênevert, D., 2017. Perceptions of high‐involvement work practices, person‐organization fit, and burnout: A time‐lagged study of health care employees. Human Resource Management56(5), pp.821-835.
4. Ehrhart, K.H. and Makransky, G., 2007. Testing vocational interests and personality as predictors of person-vocation and person-job fit. Journal of Career Assessment15(2), pp.206-226.
5. Sirén, C., Thorgren, S. and Järlström, M., 2018. Self-directed career management and mobility: the risk of lock-in effects from person-job fit. The International Journal of Human Resource Management, pp.1-22.
6. Sylva, H., Mol, S.T., Den Hartog, D.N. and Dorenbosch, L., 2019. Person-job fit and proactive career behaviour: A dynamic approach. European Journal of Work and Organizational Psychology28(5), pp.631-645.
7. Roulin, N. and Krings, F., 2020. Faking to fit in: Applicants’ response strategies to match organizational culture. Journal of Applied Psychology105(2), p.130.
8. Wu, I.H. and Chi, N.W., 2020. The journey to leave: Understanding the roles of perceived ease of movement, proactive personality, and person-organization fit in overqualified employees' job searching process. Journal of Organizational Behavior41(9), pp.851-870.

Written by: Scott Dust, Ph.D
Originally appeared on: Psychology Today
Republished with permission 
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What Is Job Fit and Why Does It Matter?
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Scott Dust

Scott Dust, Ph.D., is the Dr. John F. Mee Endowed Assistant Professor of Management at the Farmer School of Business, Miami University (Oxford, OH) and the Chief Research Officer at Cloverleaf, a technology company whose goal is to create amazing teams. His teaching, writing, and consulting focus on evidence-based perspectives for leading oneself (i.e., self-leadership) and others. His research on leadership, leader-follower relationships, power, and influence has appeared in several journals, including the Journal of Applied Psychology, Journal of Organizational Behavior, Leadership Quarterly, and Human Relations, and he is on the Editorial Board of the Journal of Organizational Behavior and Group and Organization Management. Scott is also the creator of an email newsletter titled Resources for Human Capital Enthusiasts, which focuses on providing evidence-based insights and timely perspectives on trends in human capital management.View Author posts