{"id":34,"date":"2014-08-16T20:05:00","date_gmt":"2014-08-16T20:05:00","guid":{"rendered":"https:\/\/courses.candelalearning.com\/orgbehavior1xmaster\/?post_type=chapter&p=34"},"modified":"2019-04-15T17:42:16","modified_gmt":"2019-04-15T17:42:16","slug":"3-2-the-interactionist-perspective-the-role-of-fit","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/suny-orgbehavior\/chapter\/3-2-the-interactionist-perspective-the-role-of-fit\/","title":{"raw":"3.2 The Interactionist Perspective: The Role of Fit","rendered":"3.2 The Interactionist Perspective: The Role of Fit"},"content":{"raw":"
\r\n

Learning Objectives<\/h3>\r\n
\r\n
\r\n
    \r\n \t
  1. Differentiate between person\u2013organization and person\u2013job fit.<\/li>\r\n \t
  2. Understand the relationship between person\u2013job fit and work behaviors.<\/li>\r\n \t
  3. Understand the relationship between person\u2013organization fit and work behaviors.<\/li>\r\n<\/ol>\r\n<\/div>\r\n<\/div>\r\n<\/div>\r\n
    \r\n\r\nIndividual differences matter in the workplace. Human beings bring in their personality, physical and mental abilities, and other stable traits to work. Imagine that you are interviewing an employee who is proactive, creative, and willing to take risks. Would this person be a good job candidate? What behaviors would you expect this person to demonstrate?\r\n\r\nThe question posed above is misleading. While human beings bring their traits to work, every organization is different, and every job within the organization is also different. According to the interactionist perspective, behavior is a function of the person and the situation interacting with each other. Think about it. Would a shy person speak up in class? While a shy person may not feel like speaking, if the individual is very interested in the subject, knows the answers to the questions, and feels comfortable within the classroom environment, and if the instructor encourages participation and participation is 30% of the course grade, regardless of the level of shyness, the person may feel inclined to participate. Similarly, the behavior you may expect from someone who is proactive, creative, and willing to take risks will depend on the situation.\r\n\r\nWhen hiring employees, companies are interested in assessing at least two types of fit. Person\u2013organization fit<\/span><\/span> refers to the degree to which a person\u2019s values, personality, goals, and other characteristics match those of the organization. Person\u2013job fit<\/span><\/span> is the degree to which a person\u2019s skill, knowledge, abilities, and other characteristics match the job demands. Thus, someone who is proactive and creative may be a great fit for a company in the high-tech sector that would benefit from risk-taking individuals, but may be a poor fit for a company that rewards routine and predictable behavior, such as accountants. Similarly, this person may be a great fit for a job such as a scientist, but a poor fit for a routine office job. The opening case illustrates one method of assessing person\u2013organization and person\u2013job fit in job applicants.\r\n\r\nThe first thing many recruiters look at is the person\u2013job fit. This is not surprising, because person\u2013job fit is related to a number of positive work attitudes such as satisfaction with the work environment, identification with the organization, job satisfaction, and work behaviors such as job performance. Companies are often also interested in hiring candidates who will fit into the company culture (those with high person\u2013organization fit). When people fit into their organization, they tend to be more satisfied with their jobs, more committed to their companies, and more influential in their company, and they actually remain longer in their company.<\/span>\r\n
    \r\n
    \r\n

    Key Takeaway<\/h3>\r\nWhile personality traits and other individual differences are important, we need to keep in mind that behavior is jointly determined by the person and the situation. Certain situations bring out the best in people, and someone who is a poor performer in one job may turn into a star employee in a different job.\r\n\r\n<\/div>\r\n<\/div>\r\n<\/div>\r\n
    \r\n
    \r\n

    Exercises<\/h3>\r\n
      \r\n \t
    1. How can a company assess person\u2013job fit before hiring employees? What are the methods you think would be helpful?<\/li>\r\n \t
    2. How can a company determine person\u2013organization fit before hiring employees? Which methods do you think would be helpful?<\/li>\r\n \t
    3. What can organizations do to increase person\u2013job and person\u2013organization fit after<\/em> they hire employees?<\/li>\r\n<\/ol>\r\n<\/div>\r\n
      \r\n

      Citations and Additional Resources<\/strong><\/h3>\r\nAnderson, C., Spataro, S. E., & Flynn, F. J. (2008). Personality and organizational culture as determinants of influence. Journal of Applied Psychology<\/em>, 93<\/em>, 702\u2013710; Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology<\/em>, 87<\/em>, 875\u2013884; Caldwell, D. F., & O\u2019Reilly, C. A. (1990). Measuring person\u2013job fit with a profile comparison process. Journal of Applied Psychology<\/em>, 75<\/em>, 648\u2013657; Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly<\/em>, 36, 459\u2013484; Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology<\/em>, 50, 359\u2013394; Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals\u2019 fit at work: A meta-analysis of person\u2013job, person\u2013organization, person-group, and person-supervisor fit. Personnel Psychology<\/em>, 58, 281\u2013342; O\u2019Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person\u2013organization fit. Academy of Management Journal<\/em>, 34<\/em>, 487\u2013516; Saks, A. M., & Ashforth, B. E. (2002). Is job search related to employment quality? It all depends on the fit. Journal of Applied Psychology<\/em>, 87<\/em>, 646\u2013654. One area of controversy is whether these people perform better. Some studies have found a positive relationship between person\u2013organization fit and job performance, but this finding was not present in all studies, so it seems that fitting with a company\u2019s culture will only sometimes predict job performance.Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person\u2013organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology<\/em>, 91<\/em>, 786\u2013801. It also seems that fitting in with the company culture is more important to some people than to others. For example, people who have worked in multiple companies tend to understand the impact of a company\u2019s culture better, and therefore they pay more attention to whether they will fit in with the company when making their decisions.Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology<\/em>, 87<\/em>, 985\u2013993. Also, when they build good relationships with their supervisors and the company, being a misfit does not seem to lead to dissatisfaction on the job.Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success. Personnel Psychology<\/em>, 57<\/em>, 305\u2013332.\r\n\r\n<\/div>\r\n<\/div>","rendered":"
      \n

      Learning Objectives<\/h3>\n
      \n
      \n
        \n
      1. Differentiate between person\u2013organization and person\u2013job fit.<\/li>\n
      2. Understand the relationship between person\u2013job fit and work behaviors.<\/li>\n
      3. Understand the relationship between person\u2013organization fit and work behaviors.<\/li>\n<\/ol>\n<\/div>\n<\/div>\n<\/div>\n
        \n

        Individual differences matter in the workplace. Human beings bring in their personality, physical and mental abilities, and other stable traits to work. Imagine that you are interviewing an employee who is proactive, creative, and willing to take risks. Would this person be a good job candidate? What behaviors would you expect this person to demonstrate?<\/p>\n

        The question posed above is misleading. While human beings bring their traits to work, every organization is different, and every job within the organization is also different. According to the interactionist perspective, behavior is a function of the person and the situation interacting with each other. Think about it. Would a shy person speak up in class? While a shy person may not feel like speaking, if the individual is very interested in the subject, knows the answers to the questions, and feels comfortable within the classroom environment, and if the instructor encourages participation and participation is 30% of the course grade, regardless of the level of shyness, the person may feel inclined to participate. Similarly, the behavior you may expect from someone who is proactive, creative, and willing to take risks will depend on the situation.<\/p>\n

        When hiring employees, companies are interested in assessing at least two types of fit. Person\u2013organization fit<\/span><\/span> refers to the degree to which a person\u2019s values, personality, goals, and other characteristics match those of the organization. Person\u2013job fit<\/span><\/span> is the degree to which a person\u2019s skill, knowledge, abilities, and other characteristics match the job demands. Thus, someone who is proactive and creative may be a great fit for a company in the high-tech sector that would benefit from risk-taking individuals, but may be a poor fit for a company that rewards routine and predictable behavior, such as accountants. Similarly, this person may be a great fit for a job such as a scientist, but a poor fit for a routine office job. The opening case illustrates one method of assessing person\u2013organization and person\u2013job fit in job applicants.<\/p>\n

        The first thing many recruiters look at is the person\u2013job fit. This is not surprising, because person\u2013job fit is related to a number of positive work attitudes such as satisfaction with the work environment, identification with the organization, job satisfaction, and work behaviors such as job performance. Companies are often also interested in hiring candidates who will fit into the company culture (those with high person\u2013organization fit). When people fit into their organization, they tend to be more satisfied with their jobs, more committed to their companies, and more influential in their company, and they actually remain longer in their company.<\/span><\/p>\n

        \n
        \n

        Key Takeaway<\/h3>\n

        While personality traits and other individual differences are important, we need to keep in mind that behavior is jointly determined by the person and the situation. Certain situations bring out the best in people, and someone who is a poor performer in one job may turn into a star employee in a different job.<\/p>\n<\/div>\n<\/div>\n<\/div>\n

        \n
        \n

        Exercises<\/h3>\n
          \n
        1. How can a company assess person\u2013job fit before hiring employees? What are the methods you think would be helpful?<\/li>\n
        2. How can a company determine person\u2013organization fit before hiring employees? Which methods do you think would be helpful?<\/li>\n
        3. What can organizations do to increase person\u2013job and person\u2013organization fit after<\/em> they hire employees?<\/li>\n<\/ol>\n<\/div>\n
          \n

          Citations and Additional Resources<\/strong><\/h3>\n

          Anderson, C., Spataro, S. E., & Flynn, F. J. (2008). Personality and organizational culture as determinants of influence. Journal of Applied Psychology<\/em>, 93<\/em>, 702\u2013710; Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology<\/em>, 87<\/em>, 875\u2013884; Caldwell, D. F., & O\u2019Reilly, C. A. (1990). Measuring person\u2013job fit with a profile comparison process. Journal of Applied Psychology<\/em>, 75<\/em>, 648\u2013657; Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly<\/em>, 36, 459\u2013484; Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology<\/em>, 50, 359\u2013394; Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals\u2019 fit at work: A meta-analysis of person\u2013job, person\u2013organization, person-group, and person-supervisor fit. Personnel Psychology<\/em>, 58, 281\u2013342; O\u2019Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person\u2013organization fit. Academy of Management Journal<\/em>, 34<\/em>, 487\u2013516; Saks, A. M., & Ashforth, B. E. (2002). Is job search related to employment quality? It all depends on the fit. Journal of Applied Psychology<\/em>, 87<\/em>, 646\u2013654. One area of controversy is whether these people perform better. Some studies have found a positive relationship between person\u2013organization fit and job performance, but this finding was not present in all studies, so it seems that fitting with a company\u2019s culture will only sometimes predict job performance.Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person\u2013organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology<\/em>, 91<\/em>, 786\u2013801. It also seems that fitting in with the company culture is more important to some people than to others. For example, people who have worked in multiple companies tend to understand the impact of a company\u2019s culture better, and therefore they pay more attention to whether they will fit in with the company when making their decisions.Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology<\/em>, 87<\/em>, 985\u2013993. Also, when they build good relationships with their supervisors and the company, being a misfit does not seem to lead to dissatisfaction on the job.Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success. Personnel Psychology<\/em>, 57<\/em>, 305\u2013332.<\/p>\n<\/div>\n<\/div>\n\n\t\t\t

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          Candela Citations<\/h3>\n\t\t\t\t\t
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          CC licensed content, Original<\/div>