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For example, a worker who is more efficient working as an individual, rather than in a team, will have a higher P-O fit for a workplace that stresses individual tasks (such as accountancy). [1] By matching the right personality with the right job, company workers can achieve a better synergy and avoid pitfalls such as high turnover and low job ...
The stereotype fit hypothesis was developed by Heilman [7] in order to evaluate the current role of women in high-power positions in the workplace. [2] Since Heilman's initial research, many studies have been conducted to determine how women are affected by job positions which are considered to be more masculine.
Person–organization fit (P–O fit) is the most widely studied area of person–environment fit, and is defined by Kristof (1996) 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". [10]
For example, the trait, extraversion, is associated with sociability and seeking out others' companionship. If this trait is activated by interaction with customers while a salesperson is performing work tasks related to sales, one might expect such trait activation to result in good job performance and potential subsequent financial bonuses.
Takeda claimed that such instruments can measure both person-situation fit and person-culture fit. [101] Such measurements assess the level of compatibility between employees and companies. Employee values are measured against organizational values to predict employee turnover .
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Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. [1] Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components. [2]
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