“The Elusive Criterion of Fit” Revisited: Toward an Integrative Theory of Multidimensional Fit

Abstract

“Fit” as a human resources decision criterion has emerged as an active body of research in recent years, but its “elusiveness” as a scientific construct, noted more than a decade ago by Judge and Ferris, still remains. To best address this issue, this chapter proposes an integrative theory of multidimensional fit that encompasses five relevant (and distinct) streams of current fit research: Person-Organization Fit, Person-Vocation Fit, Person-Job Fit, Person-Preferences for Culture Fit, and Person-Team Fit. It is proposed that these five dimensions of fit relate to an individual's self-concept; moreover, an individual assesses multidimensional fit utilizing a social cognitive decision-making process called prototype matching. By assessing fit across multiple dimensions, an individual can both gain a social identity and expand the self-concept, which explains the motive to fit. Testable propositions are formulated, and implications for multidimensional fit across the employment lifecycle are discussed. Furthermore, directions for future fit research are provided.

Citation

Wheeler, A.R., Buckley, M.R., Halbesleben, J.R.B., Brouer, R.L. and Ferris, G.R. (2005), "“The Elusive Criterion of Fit” Revisited: Toward an Integrative Theory of Multidimensional Fit", Martocchio, J.J. (Ed.) Research in Personnel and Human Resources Management (Research in Personnel and Human Resources Management, Vol. 24), Emerald Group Publishing Limited, Leeds, pp. 265-304. https://doi.org/10.1016/S0742-7301(05)24007-0