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<p>Research on the interactive effects of multiple dimensions of fit often comes with incomplete theorizing and equivocal results. Drawing on social cognition theory and person–environment fit literature, we theorized and tested the interactive effects of multiple fits, which state that interactions would happen only <i>between</i> complementary fit and supplementary fit categories but not <i>within</i> fit categories. Results from a time-lagged design of 168 employees in Study 1 (with one complementary fit and two supplementary fits) largely supported our hypotheses. Specifically, PJ fit and PO fit enhanced each other to affect job satisfaction and organizational commitment. In addition, using 120 subordinate-supervisor pairs in Study 2 (with two complementary fits and one supplementary fit), we found that PO fit, demands–abilities fit, and needs–supplies fit interactively affected job performance and organizational citizenship behaviors. Our study contributes to person–environment fit theory in increasing its theoretical precision in specifying when interactive effects are likely and in what direction they may unfold.</p>

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Unpacking the Patchwork of Fit: How Different Types of Person–Environment Fit Interact?

  • 期刊论文

  • 发表日期：

    2026年5月18日

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  • Yih-Teen Lee,
  • Tae-Yeol Kim,
  • Meng Chen,
  • Diogo Zanata

摘要

Research on the interactive effects of multiple dimensions of fit often comes with incomplete theorizing and equivocal results. Drawing on social cognition theory and person–environment fit literature, we theorized and tested the interactive effects of multiple fits, which state that interactions would happen only between complementary fit and supplementary fit categories but not within fit categories. Results from a time-lagged design of 168 employees in Study 1 (with one complementary fit and two supplementary fits) largely supported our hypotheses. Specifically, PJ fit and PO fit enhanced each other to affect job satisfaction and organizational commitment. In addition, using 120 subordinate-supervisor pairs in Study 2 (with two complementary fits and one supplementary fit), we found that PO fit, demands–abilities fit, and needs–supplies fit interactively affected job performance and organizational citizenship behaviors. Our study contributes to person–environment fit theory in increasing its theoretical precision in specifying when interactive effects are likely and in what direction they may unfold.