Person-Environment Fit

P-E fit refers to the similarity or congruence between a person’s values or personality and his or her work environment. For example, a high-stress job as a day trader on Wall Street might be a poor P-E fit for a quiet or shy person. Good and poor P-E fit can have specific positive and negative consequences for employees in areas such as satisfaction, commitment, stress, adjustment, and withdrawal. As a result, P-E fit also can have positive and negative consequences for employers and organizations.

In this Discussion, you will examine factors signifying poor P-E fit and the consequences that can occur.

To prepare for this Discussion:

• Consider a current or previous job that you or someone you know has held. Think about what factors influenced a lack of P-E fit and what consequences may have resulted.
• Read the article “Perceived Person-Organization Fit and Turnover Intention in Medical Centers: The Mediating Roles of Person-Group Fit and Person-Job Fit Perceptions.” Consider how poor P-E fit factors can influence turnover intentions on the individual, group, and organizational level.
• Read the article “Inclusive Leadership and Employee Well-Being: The Mediating Role of Person-Job Fit.” Consider the role of inclusive leadership in positive organizational outcomes and the mediating effect of P-E fit in achieving those outcomes.
• Read the article “Person-Job Fit and the Work Commitment of IT Personnel.” Identify P-E fit factors that can influence organizational commitment.

By Day 3

Post a response to the following:

Provide an explanation of why there was not good P-E fit between you (or someone you know) and an organization. In your explanation, describe two variables or factors of P-E fit that were at play in your example. Provide a brief description of these variables/factors. Variables and/or factors should be directly supported by the Learning Resources. Then explain how these factors resulted in at least two potential consequences to the organization as a result of having hired you (or someone you know).

Note: Please do not identify companies or individuals by name in your posts or responses.

Resources:

Abdalla, A., Elsetouhi, A., Negm, A., & Abdou, H. (2018). Perceived person-organization fit and turnover intention in medical centers: The mediating roles of person-group fit and person-job fit perceptions. Personnel Review, 47(4), 863–881. https://doi-org.ezp.waldenulibrary.org/10.1108/PR-03-2017-0085

Choi, S. B., Tran, T. B. H., & Kang, S.-W. (2017). Inclusive leadership and employee well-being: The mediating role of person-job fit. Journal of Happiness Studies, 18(6), 1877–1901. https://doi-org.ezp.waldenulibrary.org/10.1007/s10902-016-9801-6

Therasa, C., & Vijayabanu, C. (2016). Person-job fit and the work commitment of IT personnel. Journal of Human Growth and Development, 26(2), 218–227. https://doi-org.ezp.waldenulibrary.org/10.7322/jhgd.119277