Organizational Fit - Explained
If you still have questions or prefer to get help directly from an agent, please submit a request.
We’ll get back to you as soon as possible.
- Accounting, Taxation, and Reporting
Law, Transactions, & Risk Management
Government, Legal System, Administrative Law, & Constitutional Law Legal Disputes - Civil & Criminal Law Agency Law HR, Employment, Labor, & Discrimination Business Entities, Corporate Governance & Ownership Business Transactions, Antitrust, & Securities Law Real Estate, Personal, & Intellectual Property Commercial Law: Contract, Payments, Security Interests, & Bankruptcy Consumer Protection Insurance & Risk Management Immigration Law Environmental Protection Law Inheritance, Estates, and Trusts
- Marketing, Advertising, Sales & PR
- Business Management & Operations
- Economics, Finance, & Analytics
- Professionalism & Career Development
What is Organizational Fit?
Behavior is a function of the individual (their personality and attitude) and the situation or context. Organizations seek to establish a degree of congruence or fit between the individuals that make up the organization.
Back to: Business Management
There are two commonly-understood types of desired fit:
- Personorganization - This type of fit is the extent to which an individuals values, beliefs, and interests align with those of the organization (which is generally understood to be the dominant or collective values, interests, and beliefs of the individuals).
- Personjob - This type of fit includes the knowledge, skills, and ability of an individual to carry out the duties and functions required or desired of the position.
Research has shown that individuals who have both person-organization and person-job fit, they perform better and are more content with their positions.