Confronting the meaning of person-organisation fit : an investigation into organisational fit research and practice

Abstract

Organisational fit is a construct that has captured the interest of both researchers and practitioners over decades. Often, recommendations are made that organisations seek to maximise person-organisation fit throughout processes such as personnel selection. However, the multitude of ways in which person-organisation fit has been conceptualised, operationalised and analysed in research settings impedes meaningful and robust application of the research in organisational settings. This thesis responds to calls for researchers to examine the construct definition and measurement of person-organisation fit as a critical enabler of theoretical progress. The research program is guided by two core questions: "what does organisational fit mean to organisational practitioners?" and "what does organisational fit mean in research?". The program begins with a qualitative exploration of the way that organisational fit is understood and applied by organisational practitioners in selection settings. Turning to the application of the construct in empirical research, the dominant person-organisation fit instrument in the field is used as a case study to demonstrate that greater attention needs to be paid to underlying dimensionality in indirect assessments of fit. A confirmatory factor analysis of normative data is used to identify two factors that appear robust and have alignment with established models. Addressing the question of whether fit is fit, regardless of how it is measured, and using both values-based and personality-based measurement, relationships between indirect and direct operationalisations of person-organisation fit are examined using polynomial regression and response surface methodology. Finally, giving consideration to outcome variables that are likely to be of interest to organisations, relationships between indirect and direct operationalisations of person-organisation fit and outcome variables of job satisfaction, organisational commitment and work motivation are examined. Taken as a whole, this thesis makes the argument that different approaches to conceptualising and measuring person-organisation fit cannot be considered interchangeable in theory or practice. Three key challenges that person-organisation fit scholars must respond to are laid out as an agenda for future research and theory development, and the practical implications of the findings are considered. Show more