Dissimilarities Inside Career Fulfillment

3334 WordsFeb 1, 201813 Pages
Introduction The match between the characteristics of individuals and their respective work environments, which is commonly termed as person–environment (P-E) fit, is one regarding the well-known subject areas in organizational behavior research as it relates to different notable outcomes in different phases of individuals’ work–life cycle. In the beginning of their career, individuals seek and choose those occupations which might be compatible with their self-concepts as well as their primary interests (Holland, 1985). Likewise, in the course of the employment search and selection processes, applicants choose between the available alternatives according to their perceived fit with certain jobs along with organizations (Cable & Judge, 1997). In the long term, individuals’ fit with different aspects of the work environment influences many attitudinal and behavior outcomes, ranging through job and career satisfaction to turnover goal and actual turnover behavior (O'Reilly, Chatman, & Caldwell, 1991). Although individuals’ fit with a particular work environment is a multidimensional concept comprising the sizes of person–vocation (P-V) fit, person–organization (P-O) fit, person–group (P-G) fit, person–job (P-J) fit and person–supervisor (P-S) fit. (Kristof-Brown, Zimmerman, & Johnson, 2005), there is limited empirical analysis that examines the simultaneous effects associated with different fit forms on major member of staff outcomes in organizational controls (VanVianen, Shen,

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