Person-Organization Fit

Contents

Introduction 3

Holland’s theory 3

Types of “Fits” 4

Attraction Selection Attrition Model 6

Comparative Emphasis Scale 6

Coffee Machine System 7

Dimensions of Person Organization Fit (P-OF) 8

List of References 9

Introduction

This paper will examines compatibility between the individual and organization values and culture and effect on employee’s turnover and the way of selecting the expatriate for international assignments.

Various studies have examined the importance of the congruent between the person and the organization. According to (Amos, E., & Weathington, B., 2008), the concept of Person–Organization entails a positive relationship between the organization and its employees. Employees contribute positively to the workplace where their personality, skills, needs, and values are aligned with the firm’s ones. Therefore, the high level of person organization fit results in a high employee commitment; identification, satisfaction and Organizational Citizenship Behavior which involves employees performing extra activities that are not part of their duties without any expected compensation (Yaniv, E., Lavi, O., & Siti, G. 2010).

Holland’s theory

To address the concept of POF, the theory of Holland should be discussed. It consists on classifying people personalities into six main categories: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. Thus, this difference in personalities will entail different working environments where people will perform well in the organization that matches their type of personality. As Figure 1 depicts, a reality type of person for instance, will contribute more in an environment that is consistent with its attitudes and believes thus, resulting in the person’s satisfaction and success (Career Key). This theory of congruent between the company and its employees led us to the concept of Organization Person Fit.

Figure 1 – Types of Persons

Types of “Fits”

In contrast to Boon et...