The study of person–environment (P–E) fit has a long-standing tradition in organizational research, with person–organization fit (P–O fit;
e.g., the congruence of organizational and personal values) and person
job fit (P–J fit; e.g., the complement between job demands and personal
characteristics) being among the most commonly investigated fit perceptions (Kristof, 1996). A key finding from this research is that fit
perceptions positively relate to employee attitudes and well-being. For
example, the meta-analytic correlations of P–O fit and P–J fit with job
satisfaction are .44 and .56, respectively (Kristof-Brown, Zimmerman, &
Johnson, 2005), suggesting that employees’ happiness at work closely corresponds to the degree to which they experience fit with their organization
and job.