Analysis

The Perceived Ability-Job Fit was developed to assess how well an employee’s abilities and skills match the requirements of their job position. The main dimensions evaluated include satisfaction with job demands, performance, and skills development.

Purpose

The purpose of PAJF is to provide a clear and reliable measurement of employees’ perceptions regarding the suitability of their abilities for the work they perform. Understanding these perceptions helps in developing strategies for better aligning employees with their job positions, which can lead to increased satisfaction, performance, and commitment.

Calibration

Calibration is carried out using a 5- or 7-point Likert scale, where participants rate the degree of their agreement with various statements related to the suitability of their abilities for the job.

References

Edwards, J. R. (1991). Person-Job Fit: A Conceptual Integration, Literature Review, and Methodological Critique. In C. L. Cooper & I. T. Robertson (Eds.), International Review of Industrial and Organizational Psychology (pp. 283-357). John Wiley & Sons.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of Individuals’ Fit at Work: A Meta-Analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit. Personnel Psychology, 58(2), 281-342.
Cable, D. M., & DeRue, D. S. (2002). The Convergent and Discriminant Validity of Subjective Fit Perceptions. Journal of Applied Psychology, 87(5), 875-884.