CHAPTER 5
PERSON WORKPLACE FIT
Person-job fit = the alignment between an individual’s personality, skills and
interests with the specific requirements of a job
Personality-job fit (Holland’s theory) = employees experience higher job
satisfaction and lower turnover when their personality aligns with specific
job preferences and characteristics
Person-organisation fit = the compatibility between an individual and the
organisation’s values, culture and work environment
– Research shows employees who share organisational values tend to have
higher job satisfaction and commitment
– Especially for organisations that require adaptability and teamwork
OTHER DIMENSIONS OF FIT
Person-group fit = how well an individual aligns with the dynamics and
culture of a team
– A good fit can enhance collaboration, communication and overall team
effectiveness
Person-supervisor fit = the alignment between an employee’s characteristics
and their supervisor’s management style, values and expectations
– A poor fit can result in lower job satisfaction, reduced performance and
higher turnover
, PERSONALITY
= the sum of an individual’s reactions and interactions with the world
(through measurable personality traits)
– Most commonly measured through self-report surveys, where individuals
evaluate themselves on various traits
– BUT responses can be biased, especially when used in hiring ->
candidates may present themselves more favourably
– Observer-ratings surveys, in which coworkers or others assess an
individual’s personality, provide a more independent evaluation and are
often better predictors of job success. Combining both self-reports and
observer ratings yields more accurate assessments.
FRAMEWORKS IN PERSONALITY TRAIT ANALYSIS
1. MBTI
The Myers-Briggs type indicator (MBTI) is an instrument that is the most
used worldwide. It
taps 4 characteristics and classes people’s personality into 1 of 16 types.
– Extroverted (E) versus introverted (I)
– E = people who are outgoing and social
– I = people who are quiet and shy
– Sensing (S) versus Intuitive (N):
– S = people who are practical and values routine
– N = people who often rely on unconscious processes and try to look at
the “bigger picture”
– Thinking (T) versus Feeling (F):
– T = people who are dependent on reason and logic
– F = people who are focused on their own personal values and
emotions
– Judging (J) versus perceiving (P):
– J = people who are focused on control and prefer structure in their
lives
– P =people who are flexible and unplanned and ready for spontaneous
adventures
Limitations:
PERSON WORKPLACE FIT
Person-job fit = the alignment between an individual’s personality, skills and
interests with the specific requirements of a job
Personality-job fit (Holland’s theory) = employees experience higher job
satisfaction and lower turnover when their personality aligns with specific
job preferences and characteristics
Person-organisation fit = the compatibility between an individual and the
organisation’s values, culture and work environment
– Research shows employees who share organisational values tend to have
higher job satisfaction and commitment
– Especially for organisations that require adaptability and teamwork
OTHER DIMENSIONS OF FIT
Person-group fit = how well an individual aligns with the dynamics and
culture of a team
– A good fit can enhance collaboration, communication and overall team
effectiveness
Person-supervisor fit = the alignment between an employee’s characteristics
and their supervisor’s management style, values and expectations
– A poor fit can result in lower job satisfaction, reduced performance and
higher turnover
, PERSONALITY
= the sum of an individual’s reactions and interactions with the world
(through measurable personality traits)
– Most commonly measured through self-report surveys, where individuals
evaluate themselves on various traits
– BUT responses can be biased, especially when used in hiring ->
candidates may present themselves more favourably
– Observer-ratings surveys, in which coworkers or others assess an
individual’s personality, provide a more independent evaluation and are
often better predictors of job success. Combining both self-reports and
observer ratings yields more accurate assessments.
FRAMEWORKS IN PERSONALITY TRAIT ANALYSIS
1. MBTI
The Myers-Briggs type indicator (MBTI) is an instrument that is the most
used worldwide. It
taps 4 characteristics and classes people’s personality into 1 of 16 types.
– Extroverted (E) versus introverted (I)
– E = people who are outgoing and social
– I = people who are quiet and shy
– Sensing (S) versus Intuitive (N):
– S = people who are practical and values routine
– N = people who often rely on unconscious processes and try to look at
the “bigger picture”
– Thinking (T) versus Feeling (F):
– T = people who are dependent on reason and logic
– F = people who are focused on their own personal values and
emotions
– Judging (J) versus perceiving (P):
– J = people who are focused on control and prefer structure in their
lives
– P =people who are flexible and unplanned and ready for spontaneous
adventures
Limitations:
