Analysis

The Perceived Person-Organization Fit Scale measures employees’ perceptions of how well their values, beliefs, and goals align with those of the organization in which they work.

Purpose

The aim of the scale is to assess the degree to which employees feel that their values and goals are aligned with those of the organization. This measure can be used to predict job satisfaction, organizational commitment, and employee performance.

Scoring

The scale typically includes a set of statements to which participants respond using a Likert scale ranging from “1 = Strongly disagree” to “5 = Strongly agree.” These statements examine various aspects of fit, such as shared values, shared goals, and the general sense of “belonging” with the organization.

References

Lovelace, K., & Rosen, B. (1996). Differences in Achieving Person-Organization Fit Among Diverse Groups of Managers. Journal of Management, 22(5), 703-722.
Kristof, A. L. (1996). Person-Organization Fit: An Integrative Review of its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49(1), 1-49.
Chatman, J. A. (1989). Improving Interactional Organizational Research: A Model of Person-Organization Fit. Academy of Management Review, 14(3), 333-349.
O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and Organizational Culture: A Profile Comparison Approach to Assessing Person-Organization Fit. Academy of Management Journal, 34(3), 487-516.
Cable, D. M., & Judge, T. A. (1996). Person-Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67(3), 294-311.