Person–Job (PJ)
Fit between the candidate's skills and the job's requirements. Strongest predictor of individual performance.
Meta-analysis of fit at work · Kristof-Brown, Zimmerman & Johnson (2005) 
Person–Environment Fit — the four types
Kristof-Brown and colleagues' meta-analysis synthesizes 172 studies and 836 effect sizes to establish what fit between an individual and their work environment actually predicts. They distinguish four types of fit — job, organization, group, supervisor — and show that each influences satisfaction, performance, and retention. It is the scientific reference that justifies assessing fit at hire.
Key dimensions
01
Complementary vs supplementary fit
Fit can rely on similarity (shared values, personality) or on complementarity (a skill fills a need).
02
Demands-Abilities vs Needs-Supplies
Either the candidate's abilities meet the job's demands, or the environment's resources meet the candidate's needs.
Model categories
Person–Organization (PO)
Congruence between the candidate's values and the organization's. Strongly predicts satisfaction, commitment, and retention.
Person–Group (PG)
Compatibility with team members. Influences cohesion, communication, and collective performance.
Person–Supervisor (PS)
Fit with the direct manager's style. Powerful predictor of satisfaction and voluntary turnover.
Key takeaways
- Job fit predicts performance; organizational fit predicts retention.
- The four types of fit are correlated but distinct.
- Measuring several types of fit improves the predictive validity of a hire.
- A highly qualified candidate who is culturally misaligned will leave — or underperform.
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