Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms

Abstract

There are many theories of person-environment (PE) fit. One unique feature of the framework is its operationalization--the assessment of the P and E components along commensurate dimensions. This paper describes other facets of the theory, studies which have adhered most strictly to its framework, experiments in improving PE fit, and five areas for future research. One such area is the role of past, present, and anticipated PE fit on well-being and employee behavior. Another is the question of whether there are differences in such outcomes when PE fit is changed by altering P (e.g., abilities and aspirations), E (e.g., job demands and rewards), or some combination. Who brings about the adjustive change (self or other) is also considered as a determinant of employee wellbeing. It is suggested that an adequate intervention theory for improving PE fit in work settings is one which includes the systemic properties of organizations as a predictor of the likelihood and nature of individual change.