Person-Organisation Fit
Person–organisation (P–O) fit refers to the compatibility between individuals and organisations, especially in terms of shared values, expectations, and culture. It is central to talent attraction, selection, and retention strategies, as employers shift from hiring solely on technical skill to selecting based on cultural fit and potential.
Technique Overview
Person-Organisation Fit Definition
Person-organisation (P-O) fit is the degree of congruence between an individual and their organisation. It occurs when: (a) at least one party fulfils the needs of the other; (b) both share similar characteristics; or (c) both conditions are met (Kristof, 1996). The theory is grounded in interactionist perspectives, which posit that human behaviour results from the interplay between person and environment.
Person-Organisation Fit Description *
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Business Evidence
Strengths, weaknesses and examples of Person-Organisation Fit *
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Business Application
Implementation, success factors and measures of Person-Organisation Fit *
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Professional Tools
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Further Reading
Person-Organisation Fit web and print resources *
Person-Organisation Fit references (4 of up to 20) *
- Billsberry, J. (2007) Experiencing Recruitment and Selection. Chichester: Wiley.
- Cable, D.M. and DeRue, D.S. (2002) The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, Vol. 87, pp.875-884.
- Cable, D.M. and Judge, T.A. (1996) Person-Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, Vol. 67, pp.294-311.
- Cable, D.M. and Parsons, C.K. (2001) Socialization Tactics and Person-Organization Fit. Personnel Psychology, Vol. 54,(1), pp.1-23.
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