Analysis

The Person-Organization Fit Scale examines various factors related to the sense of compatibility between the individual and the organization, such as values, goals, job suitability and culture, and professional satisfaction.

Purpose

The purpose of the scale is to evaluate how well a person fits with the organization in which they work or wish to work. Good compatibility can lead to greater job satisfaction, higher performance, and stronger commitment, while poor compatibility may cause disappointment and inefficiency.

Calibration

Participants assess their agreement with various statements related to their compatibility with the organization using a Likert scale (ranging from “strongly disagree” to “strongly agree”).

References

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. (1991). Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Administrative Science Quarterly, 36(3), 459-484.
Edwards, J. R. (1991). Person-Job Fit: A Conceptual Overview of Its Development and Test of a Model. Organizational Behavior and Human Decision Processes, 50(2), 228-253.
O’Reilly, C. A., Chatman, J. A., & 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.