A Review of the Person-job Fit Theory

Abstract

This section is a review of literature on the person-job fit theory. The section demonstrate an understanding of the person-job fit theory by examining the source of the theory and reviewing the different understanding of the person-job fit theory, and how this theory has evolved. This section further explains the different dimensions and conceptualizations of the person-job fit theory namely the Needs-Supplies; Demands-Abilities, and Self-concept - job. In summary, the section sets the stage for an understanding and further review of the person-job fit theory. Person-job fit theory is a concept that emanates from an understanding of the work environment and the organization. Without the environment and the organization, we would not comprehensively address the person-job fit theory. In understanding the environment, researchers refers to the person-environment fit (PE) in which it is conceptualized as the match between an individual and his or her job, group, organization, or vocation (Kristof, 1996). These different conceptualizations of fit have typically been studied independently, but researchers have called for studies that incorporate multiple types of fit in a single study, and some empirical evidence (Cable and DeRue, 2002; Lauver and Kristof-Brown, 2001) has emerged to support the conceptual distinctions among different types or sub components of fit. Empirical studies (Cable and DeRue, 2012; Kristof-Brown et aI., 2002; Lauver and Kristof- Brown, 2001) have supported the conceptual distinction between types of fit such as personorganisation (P-O) fit that refers to the congruence between the characteristics of individuals (goals, skills, and values) and the characteristics of organizations (goals, values, resources and culture); and person-job fit (needs-supplies, demands-abilities, self-concept-job).