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Personality–job fit theory is a form oforganizational psychology, that postulates that an individual'spersonality traits will reveal insight into their adaptability within anorganization. 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 bettersynergy and avoid pitfalls such as highturnover and lowjob 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 inassessment centres using various tools such aspsychological tests andcompetency-based interviews.
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.
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