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Figure 3.1 John Holland’s Model of Occupational Themes
th
Source: Organizational Behavior, 15 . Edition, Stephen P. Robbins. Timothy A. Judge
b) Person-Organization Fit
The person–organization fit essentially argues that people are attracted to and
selected by organizations that match their values, and they leave organizations that
are not compatible with their personalities. It’s more important that employees’
personalities fit with the overall organization’s culture than with the characteristics
of any specific job.
Managers are more likely to appreciate, evaluate positively, and allocate rewards to
employees who fit in, and employees are more likely to be satisfied if they perceive
they do fit in. This argues for management to seek job candidates who have not only
the ability, experience, and motivation to perform but also a value system
compatible with the organizations.
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