Personality–job fit theory is a form of organizational psychology that postulates that an individual's personality traits will reveal insight into their adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit.[1] This is also referred to as a person–environment fit.[2][3][4] A common measure of the P-O fit is workplace efficacy - the rate at which workers are able to complete tasks. These tasks are affected by environmental factors within the workplace. 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 satisfaction. Employees are more likely to stay committed to organizations if the fit is 'good'.
In practice, P-O fit would be used to gauge integration with organizational competencies. The individual is assessed on these competencies, which reveals efficacy, motivation, influence, and co-worker respect. Competencies can be assessed using various tools like psychological tests, assessment centres competency based interview, situational analysis, etc.
If an individual displays a high P-O fit, we can say that they would most likely be able to adjust to the company environment and work culture, and perform at an optimum level.
^ abAnderson, C, Flynn, F, Spataro, S (2008). Personality and Organizational Culture as Determinants of Influence. Journal of Applied Psychology, 53 (3)
^McMichael, A. J. 1978. Personality, behavioral, and situational modifiers of work stressors. In Cooper, C. L., & Payne, R. (Eds.). Stress at work. New York: Wiley.
^Carroll, J. F. X., & White, W. L. 1982. Theory building: Integrating individual and environmental factors within an ecological framework. In Paine, W. S. (Ed.). Job stress and burnout. Beverly Hills: Sage.
^Cable, D. M., & Parsons, C. K. 2001. Socialization tactics and person–organization fit. Personnel Psychology, 54(1): 1–23, Spring.
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personality, theory, this, article, tone, style, reflect, encyclopedic, tone, used, wikipedia, wikipedia, guide, writing, better, articles, suggestions, september, 2011, learn, when, remove, this, template, message, form, organizational, psychology, that, post. This article s tone or style may not reflect the encyclopedic tone used on Wikipedia See Wikipedia s guide to writing better articles for suggestions September 2011 Learn how and when to remove this template message Personality job fit theory is a form of organizational psychology that postulates that an individual s personality traits will reveal insight into their adaptability within an organization The degree of confluence between a person and the organization is expressed as their Person Organization P O fit 1 This is also referred to as a person environment fit 2 3 4 A common measure of the P O fit is workplace efficacy the rate at which workers are able to complete tasks These tasks are affected by environmental factors within the workplace 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 satisfaction Employees are more likely to stay committed to organizations if the fit is good In practice P O fit would be used to gauge integration with organizational competencies The individual is assessed on these competencies which reveals efficacy motivation influence and co worker respect Competencies can be assessed using various tools like psychological tests assessment centres competency based interview situational analysis etc If an individual displays a high P O fit we can say that they would most likely be able to adjust to the company environment and work culture and perform at an optimum level See also EditAptitude Onboarding Person environment fit Social influence Trait activation theoryNotes Edit a b Anderson C Flynn F Spataro S 2008 Personality and Organizational Culture as Determinants of Influence Journal of Applied Psychology 53 3 McMichael A J 1978 Personality behavioral and situational modifiers of work stressors In Cooper C L amp Payne R Eds Stress at work New York Wiley Carroll J F X amp White W L 1982 Theory building Integrating individual and environmental factors within an ecological framework In Paine W S Ed Job stress and burnout Beverly Hills Sage Cable D M amp Parsons C K 2001 Socialization tactics and person organization fit Personnel Psychology 54 1 1 23 Spring This organization related article is a stub You can help Wikipedia by expanding it vte Retrieved from https en wikipedia org w index php title Personality job fit theory amp oldid 1139159310, wikipedia, wiki, book, books, library,
