How should we measure fit in organisational psychology - or should we?

Beryl Hesketh, Brett Myors

    Research output: Contribution to journalArticlepeer-review

    6 Citations (Scopus)

    Abstract

    Applied issues in organisational psychology concerned with selection, training, career development, and job redesign rely on person-environment fit theories and frameworks as a base. Although they are conceptually simple, considerable care is required in measuring, testing, and applying person-environment fit models. Traditionally, fit theories have failed to acknowledge direct contributions of either the person or the environment to outcomes such as occupational health, satisfaction, and performance, giving disproportionate significance to fit. These measures also fail to detect the complex configurai relations among dimensions typically used by practitioners in making fit predictions. Examples are used to illustrate alternative ways of dealing with these difficulties, including response surface, pattern analysis, and fuzzy configural approaches.

    Original languageEnglish
    Pages (from-to)71-76
    Number of pages6
    JournalAustralian Psychologist
    Volume32
    Issue number1
    DOIs
    Publication statusPublished - Mar 1997

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