This document discusses person-environment fit, which is defined as the degree of match between individual and environmental characteristics. There are four main types of fit: person-job fit, person-organization fit, person-group fit, and person-supervisor fit. The document outlines lessons from research on each type of fit. Specifically, it finds that higher levels of fit are correlated with greater job satisfaction, organizational commitment, and lower intent to quit. Ensuring good fit between employees' values and the job requirements, organization, work group, and supervisor can help improve employee performance, engagement, and retention.

1. 4
Lessons from
Person-Environment
Fit Research

2. What is Person-
Environment Fit?

3. Person–Environment Fit (PE fit) is defined as the
degree to which individual and environmental
characteristics match.
Person characteristics may include an individual’s
biological or psychological needs, values, goals,
abilities, or personality.
Environmental characteristics could include intrinsic
and extrinsic rewards, demands of a job or role,
cultural values, or characteristics of other individuals
and collectives in the person's social environment.

4. Due to its important implications in the
workplace, person–environment fit has
maintained a prominent position in Industrial
and Organizational psychology and related
fields.

5. 4 Types of Fit

6. Person-Job Fit (PJ Fit)
fit between an individual’s cultural values and those that are required to
do the actual job
Person-Organization Fit (PO Fit)
fit between an individual’s cultural values and those of the entire
organization
Person-Group Fit (PG Fit)
fit between an individual’s cultural values and those of their specific work
group
Person-Supervisor Fit (PS Fit)
fit between an individual’s cultural values and those of their manager

7. Lesson 1: Person-Job Fit

8. Person–Job Fit is strongly correlated with: job
satisfaction (.56), with organizational
commitment (.47), and with intent to quit (-.46)
Lesson: If you want someone to be satisfied
with their job, committed to the organization
and not leave, then they need to be a good
cultural fit with the job requirements

9. Lesson 2: Person-
Organization Fit

10. Person-Organization Fit is strongly correlated
with job satisfaction (.44) and organizational
commitment (.51), and more moderately with
intent to quit (−.35)
Lesson: It’s important for an employee to be a
good cultural fit with the company in order to
be satisfied with the job and committed to the
organization

11. Lesson 3: Person-
Group Fit

12. Person-Group Fit is correlated with: job
satisfaction (.31), organizational commitment (.
19) and intent to quit (-.22)
Lesson: When a person (co-worker or job
candidate) is aligned with their team in terms of the
way that they're hardwired to communicate, make
decisions and share common preferences for
rewards their chances of thriving increases
exponentially

13. Lesson 4: Person-
Supervisor Fit

14. Person-Supervisor Fit had a stronger relationship
with job satisfaction (.44) than organizational
commitment (.09)
Lesson: To keep someone happy at their job,
they need to be a good cultural fit with their
boss

15. What can we learn from these lessons?
• Culture fit happens at the level of individual to
manager, team, company and job.
• People with higher "fit scores" onboard faster,
perform at higher levels, are more engaged and
stay with the company longer.
• From a hiring standpoint, "fit" plays a crucial role
in predicting employee success.
* Statistics used were gathered from Dr. Amy Kristof-Brown’s meta-analysis, Consequences
of Individuals’ Fit at Work. The full study can be found here: http://nreilly.asp.radford.edu/
kristof-brown%20et%20al.pdf

16. RoundPegg always compares
employee fit to the organization,
team and manager.
Visit us at http://roundpegg.com to
learn more and start quantifying fit
today.