An Examination of Interaction among Multiple Dimensions of Person-Environment Fit

Scholars have recognized the importance of simultaneously studying multiple dimensions of fit and their possible interactions. However, research on the interactive effects of multiple dimensions of fit remains scarce and is often with incomplete theorizing and equivocal results. We proposed that interactions would happen only between complementary (i.e., person–job (PJ) fit) and supplementary (i.e., person–organization (PO) fit and person–supervisor (PS) fit) fit categories, but not within fit categories (i.e., PO fit and PS fit). Results from a time-lagged design of 168 employees in Study 1 largely supported our hypotheses. Specifically, PJ fit and PO fit enhanced each other to affect job satisfaction and organizational commitment while PJ fit and PS fit substituted each other to affect supervisory satisfaction. In addition, using 120 subordinate- supervisor pairs in Study 2, we found that PO fit, demands-abilities fit, and needs–supplies fit interactively affected employees’ behavioral outcomes (i.e., job performance and organizational citizenship behaviors). Our study contributes to person–environment fit theory in increasing its predictive precision on employee outcomes, and making it a stronger theory.