Ability Job Fit

What is balance mitigated to manage to lofty effort act a fit betwixt hardness-job or betwixt indivisibleity-organisation?


The aim of this enactment is to erect an discussion to assistance the affirmation, that Performance-Organization fit is balance redundant balance Ability-Job fit, for loftyer job act.

Scope and Definitions

The liberty of the tribute covers merely the area of lofty effort act cognate to hardness-job and indivisibleity-organization, using proven elaboration and hypothetical advice from a ample file of declaration and journals that are proportionately present and veritable.

Accordingly, twain system and experiunsubstantial elaboration, drawn from mature lore criticism are used to analyse, uphold and close Personality-Organization shall to manage to loftyer effort act

In this article, Effort act is broadly aspected as Contextual act behaviour, opposed prolific effort behaviour, bury indivisible facilitation and job act.

Background Information

Globalization and its amiables own led makes into unchartered territories. As institutions valiantly try to succeed in an continually demanding clime, the identification of accurate media is principal to any make. The one most redundant certaintyor that is momentous to any make is its cosmical principal. The consummation or want of an make can be largely characteristicd to its cosmical media. Thus making it straightly cognate to their effort act.

The elder executives of most makes aspect vulgar and efforthardness cognate ends as a accurate competitive irrelativeiator and one of their top agenda items. This notion is visible in the scrutinize conducted by Accenture in their 2006 Edition of the “Accenture High-Performance Workhardness Study”, in which calling and cherishing useful staff and enunciateing powerful manageers were cited by the executives as accurate certaintyors in achieving lofty act (Accenture Consulting, 2006).

High Effort Performance

In an makeal treatment lofty effort act is defined as an employee (or knot of employees) at any flatten or capacitys that is focused on the fit priorities and perceive that they are answerable for delivering tenacious conclusions. They are energized, affianced and totally positioned to furnish their best by bland or far bland their Key Act Indicators (KPIs).

Ability – Job Fit

Ability-job fit can be defined as the “fit betwixt the abilities of a special and the demands of a job, or the desires of a special and the characteristics of a job” (Sekiguchi, 2004).

Personality – Make Fit

Personality-Organization is defined as the “compatibility betwixt a special and the make, emphasizing the distance to which a special and the make portion-out homogeneous indispensable diagnosiss and/or converge each other’s needs” (Kristof, 1996).

Ability – Job Fit for Lofty Performance

According to the lore on useful job previews, amend and useful job advice enables assistors to criticism the step of homogeneousity betwixt their familiarity, skills and abilities (KSA’s) and the job necessities. Applicants who substantiate a contest betwixt the job requirements and their KSA’s are mitigated to alight in segregation and recognize the job volunteer. The basic conviction of the system is that assistors’ indivisible tributes play an redundant dissect in moderate bias, to sojourn in the segregation order and finally in job recognizeance sentence.

Research too assistances that unsubstantial fit is the improve predictor of hiring conclusions and assistor lies than the concrete fit (Carless, 2005).

Ability-Job fit tribute

If you are a job seeker, you might not be regarding the moment of “hardness job-fit”, but this fit is accurate. As elaboration suggests, outerly it, you befit inchoate the estimated 75 percent of the efforthardness who are austere after a timeliness their jobs (Coppola, Carini, 2006).

The hardness job-fit copy demonstrates that effort act, indivisible indemnification and conclusions are repaird when the employee and effort environment are in mature synch. Synchronization is a order that grasps not regular guide and test, but sundry bulk of specialal’s abilities: hardness to understand, unsubstantial compactened-wiring, indivisibleity archetypes, manageership dynamics and substantial abilities (Coppola, Carini, 2006).

Job Diagnosis Conviction Dimensions

A original truth in the job diagnosiss is Hackman and Oldham’s (1980) Job Characteristics Model, which grasps five job diagnosiss:


Skill multiplicity

Task feedback

Task identity

Task notion

Empirical findings on Job Diagnosis Belief

Research on the copy has too set-up that a multiplicative or embracing condemnation of the five job diagnosiss mirroring job complication is a improve analyst of the copy’s metaphysical findings than an specialal job diagnosis (Fried & Ferris, 1987). Thus, for the mind of simplicity, a one multifoldity job diagnosis sign was open for the present elaboration, involving the step to which a job is entangled, challenging, and involves sundry jobs (Ehrhart, 2006).

Further, elaboration finds that the five bulk, in the Job Characteristics Copy (JCM) predominantly relates to an specialal’s test of the job, inattentive of other certaintyions such as subordinates, co-workers, supervisors, or customers. Accordingly, the flatten and truth of buryindivisible buryaction required by customer labor jobs is not represented in the JCM (Ehrhart, 2006).

Antecedents and conclusions of Ability-Job fit

The criticism of the hardness-job fit lore by Edwards (1991) certain job indemnification, low job strain, motivation, act, apparatus and murmur as conclusions that are categorically hardnessd by hardness-job fit. When hardness-job fit is assessed as the contest betwixt what an employee wants and receives from performing job, it is linked to repair job-satisfaction, integration, and makeal commitment, as well-behaved-behaved as unworthy intentions to forego. Additional benefits for job act own been symmetrical when the aim of hardness-job fit is ample to grasp the contest betwixt abilities and their job demands.

Research by Sekiguchi in 2004, too demonstrates that structured and operativeated measures for determining hardness-job fit own led to efficient segregation of employees manageing to lofty act compared to unstructured techniques (Sekiguchi, 2004).

Personality – Make Fit for Lofty Performance

Person-environment (P-E) fit proffer that definitive responses betide when there is a lofty flatten of compatibility betwixt specialals and their environment. Elaboration too emphasizes this affirmation that specialals mix amply to jobs that contest justly after a timeliness their history indivisibleity strokes (Spokane, 1985; Tinsley, 2000).

P-E fit is seen as a public and ampler vocable, and covers minute concepts of fit. In the lofty effort act inclosure, one low make of fit has been verified as special-make fit (P-O fit).

Further, experiunsubstantial grounds suggests that Personality-Organisation fit is the key characteristic in deeptaining flexibility and dedicated efforthardness that is redundant to a loftyly competitive makeal environment (Bowen, Ledford and Nathan, 1991; Kristoff, 1996).

The Person-Organization fit is famous into two types:

Supplementary fit

Complementary fit

Supplementary fit is defined as “when a special has homogeneous diagnosiss to other specialals” (Ivancevich, Konopaske & Matteson, 2008).

Complementary fit is defined as “when the specialal and the standing assist each other’s needs” (Ivancevich, Konopaske & Matteson, 2008).

In analysing the P-O fit and cognate affects on lofty effort act, the indivisibleity inclosure should be enslaved into totality and evaluated.

The deep indivisibleity inclosures of buryests in the P-O fit are the aftercited:

Big Five indivisibleity bulk

Locus of Control


Big Five Unity Dimensions

In accordance after a timeliness psychologists, the five big indivisibleity bulk verified in cosmicals are:


Emotional entertainion



Openness to test

Extroversion is a stroke that indicates a special’s outgoing, convertible behaviour. Elaboration suggests that vulgar after a timeliness lofty extroversion succeed in sales and managerial positions as they relish buryacting and agreeing after a timeliness tally colleagues and peers Their act excels in luxuriance programs and tends to hold loftyer flattens of balanceall job tranquility (Judge, Heller & Mount, 2002).

Emotional Sthardness is the hardness to be tranquilize, unruffled, relaxed and guard. Low melting sthardness can conclusion in job disindemnification and underact due to job-cognate strain (Judge & Ilies, August 2002).

Agreeableness is the vergency to be cautious, forgiving, forbearing, relying and soft-hearted. In the makeal inclosure this is classified as “someone who gets along after a timeliness others” and who entertain a cooperative lie. Agreeableness is a stroke for a team player who can enunciate and deeptain amiable buryindivisible analogys and team cohesion (Neuman & Wright, June 1999, pp. 379-389). This stroke is principal for lofty performing teams, favoringally in the tenures after a timelinessin areas of customer labor, sales, auditing, nursing, inoculation and collective effort.

Conscientiousness is to be dependable, unconfused, mature, legal and disciplined. Mass displaying such strokes own a vergency to effort compactenedened and relish consummatements, which elaboration has deemed to be redundant for job act (Ivancevich, Konopaske & Matteson, 2008, page 75). Further, specialals in this knot testimony loftyer flattens of motivation, job indemnification and other redundant makes such as murmur, apparatus and hither opposedprolific behaviour which are inexorable for job act (Judge & Ilies, August 2002)..

Openness to test tends to mirror the distance to which a special is broad-minded, imaginative, quick, prying and ready to follow risks. These diagnosiss are indulgent in tenures where novelty and modify is accordant (Ivancevich, Konopaske & Matteson, 2008, page 75).

Empirical Findings on Big Five Personality

Barrick & Mount in 1991 conducted elaboration to indentify the analogy betwixt disjoinedd job act criteria’s and Big Five indivisibleity bulk after a timelinessin five tenureal knots.

The job act criteria’s were:

Personnel grounds

Training advancement

Job advancement

Meta-resolution findings of irrelative tenureal knots (professionals, useful/semi-useful labour, managers, police and sales) contradictory Big five indivisibleity bulk are presented in Table 1 – appendix1 (Barrick & Mount, 1991, p.12).

The conclusions developed that for all the tenureal knotings Completeness was the operative predictor. The 5 tenureal knots’ shows closeness contradictory other indivisibleity bulk (Barrick M.R & Mount M.K, 1991, pp.12-13)

In vocables of Melting Sthardness (ES) very slight testimony was set-up. The corkinsfolk for ES were inferior compared to completeness, but ES for professionals was in certainty in the contradictory guide. Agreeableness and Extraversion were theorized as operative predictors for sales representatives and managers. This system was set-up assistance for Extraversion in twain tenures.

However, very hither assistance was set-up for Agreeableness, for sales and for managers. Rest of the gentleman beak corkinsfolk after a timeliness deference to other bulk were unblemishedly low (Barrick M.R & Mount M.K, 1991, pp.14)

Table 2 in Appendix1 shows that Completeness as a probable utensil for all three proof types and the conclusions for Completeness are accordant. Extraversion and Openness to Test (OE) were momentous predictors of luxuriance advancement proof. Most of the other sojourning corkinsfolk were comparatively minute for all three proof types (Barrick M.R & Mount M.K, 1991, p.14)

Van Scotter and Motowidlo (cited in Murphy, Cleaveland & Beaty, 2001, p. 127) examined corkinsfolk betwixt job act and indivisibleity measures beaks, and too the two bulk of treatmentual act:

Job ardor such as self-disciplined behaviours approve efforting compactened, aftercited rules and prelude leadership to clear-up a problem

Interindivisible facilitation (cooperative behaviours which helped co-workers in finishing their jobs)

These elaborationers set-up that Agreeableness, Extroversion, Conscientiousness, and Definitive Affectivity were momentously cognate to bury indivisible facilitation and merely Completeness was cognate momentously to job act (Murphy, Cleaveland and Beaty, 2001, pp.127)

The analogy betwixt job treatment, job gratifiededed sources of strain and disjoinedd behavioural and attitudinal conclusions, nonresidence and perceived act, were experimentally examined, timeliness potent for differences in indivisibleity, tenure and makeal refinement. The elaboration was conducted after a timeliness twelve hundred hospital efforters using an tenureal strain questionnaire and apparatus records. It was set-up that job gratifiededed strain was set-up to attenuate nonresidence but not to bias perceived act, timeliness job treatment strain increased nonresidence and unworthy perceived act (Arsenault, 1983, p.227)

The conclusion of the elaboration characteristicd indivisibleity to own momentous conclusion on act but not on nonresidence, but tenure biasd nonresidence but not act; timeliness makeal refinement contributed to the interpretation of twain nonresidence and act (Arsenault, 1983, p.227).

Smithikrai in 2008 conducted a consider on Opposed Prolific Effort Behaviour (CWB) and the distance to which the hardness of standings moderates the kinsfolk betwixt indivisibleity strokes (Smithikrai, 2008, p.253).

The consider set the aftercited as the CWBs:


Production deviance

Workplace aggression


Sabotage or fraud

The Elaboration set-up that completeness is the tenaciousest predictor of CWB (Hough, 1992; Salgado, 2002; Dalal, 2005; Sackett et al., 2006(cited in Smithikrai, 2008, p.253)).

The conclusions too compromised that, in a inadhesive standing merely, completeness has a tenaciouser, denying appurtenancy to CWB when agreeableness is low than when agreeableness is lofty (Smithikrai, 2008, p.261).

Locus of guide

Locus of guide refers to the distance a special believes that favoring conclusions are caused by their actions. If someone feels that they are in guide of the conclusions, then they own an burynal locus of guide and the contradictory be burypreted as outer locus of guide (Salazar, Hubbard & Salazar, 2002).

Empirical Findings on Locus of Control

Dailey’s (1980) consider, conducted after a timeliness 281 scientists, tackled the membership betwixt locus of guide and job difficulty, job varihardness and job act. The elaboration compromised that specialals after a timeliness an burynal locus of guide testimonyed elder indemnification, motivation and had an lofty flatten of involvement in their jobs manageing to lofty act.

Research after a timeliness a knot of totalityants executed in Taiwan, too suggests that totalityants’ indivisibleity, as measured by locus of guide, plays an redundant capacity in predicting the hardness of job act (Jui-Chen Chen, Colin Silverthorne, 2008).

Self-efficacy (SE)

SE is redundant for consummationful job act and must not be underestimated as solely the conviction that one’s caphardness and power may equable designate an specialal’s essay at completing a dissecticular job. SE affects a special’s excellent, behaviour, motivation, perseverance, and facilitative provision patterns. Low SE can conclusion in incapacitating amiables such as strain and dejection, and thus should be handled after a timeliness circumspection for lofty job act (Christopher, 1999).

Empirical Findings on Self-efficacy

Research was conducted inchoatest 118 employees in an Australian financial labors immovable Christopher, 1999). In the consider, self-efficacy was set-up to mediate the membership betwixt the sum of prescribed luxuriance and loftyer ratings of improved act inchoate specialals in jobs where self-confidence was perceived to be severe for definitive conclusion, but not inchoate specialals in any positions where it was considered impertinent (Christopher, 1999).

Research confirms the notion of self-regulatory mechanisms in act consummatements and motivational orderes (Locke & Latham, 1990; Kanfer, 1990; Bandura, 1997; Carver & Scheier, 1985). Meta-analytic investigations and act conclusions in a multiplicity of treatments own been lucidly symmetrical when self-efficacy is associated (Bandura, 1997) and meta-analytic investigations (Stajkovic & Luthans, 1998a).

A definitive concatenation betwixt self-efficacy and effort-cognate act is set-up by elaborationers in areas such as computer-cognate jobs (Harrison, Rainer, Hochwarter, & Thompson, 1997), academic elaboration productivity (Taylor, Locke, Lee, & Gist, 1984), managerial sentence-making (Wood & Bandura, 1989a), history excellent (Lent, Brown, & Larkin, 1987) makeal modify (Judge, Thorensen, Pucik, & Welbourne, 1999) and coping after a timeliness history-cognate strainful equablets (Stumpf, Brief, & Hartman, 1987).

The Moment of P-O Fit balance Ability-Job Fit

Although studies of Hardness Job Fit and Personality-Organization (P-O) Fit own been extensive and increasing, elaborationers own increasingly put balance sense on P-O Fit. Kristof (1996) contends that there has been a growing buryest in P-O Fit during the late years by twain scholars and managers. Bowen et al (1991) (cited in Sekiguchi, 2004) explains that “P-O fit is the key to deeptaining the indulgent and committed effort hardness that is indispensable in a competitive concern environment and a tense labour market”.

Kristof, (1996) contends that P-O fit betides when an make satisfies an employee’s needs desires and preferences. The P-O fit argues that employee/living-souls liberty jobs that are not agreeable after a timeliness their indivisibleities. However, it has been argued that the hardness job fit copy emphasizes the acts of employees, but their indemnification and thus the conclusions are repaird when the employees and their effort environment are in mature synchronization (Coppola & Carini, 2006).

Also, according to Coppola and Carini (2006), specialals spent test and guideal skills would not termination any real act conclusions as they try to contest their skills after a timeliness a new job.

Sekiguchi, (2004) contends that employees and make incline each other domiciled on their homogeneousities. This was developed by experiunsubstantial testimony that an lofty flatten Personality-Organization fit is linked to a compute of definitive conclusions. Vancouver & Schmitt, 1991, Brets & Judge, 1994, Chatman, 1991, Boxx et al; 1991, Downey et al; 1975, O’Reilly et al, 1991, Postner; et al; 1985, Tziner, 1987(cited in Sekiguchi, 2004) explains that experiunsubstantial testimony discovered that Special Make Fit was corcognate to a compute of definitive act conclusions.

Cable and Judge, (1996) explains that vulgar selecteded makes that consummate needs that has been seen a order that conclusioned in P-O fit. Chatman, 1989, 1991, Judge, 1993, O’Reilly et al., 1991, Meglino, et al., 1989 (cited in Cable & Judge, 1996, p. 297) elevate explains that employees are amply committed towards their make when they portion-out the values of their makes and in deviate they consummate consummation job indemnification conclusioning in lofty act.


Theory and elaboration on Ability-Job Fit and Personality-Organisation fit compromised a multiplicity of flattens of consider after a timeliness deference to lofty job act. The analyses were conducted using manifold job abilities and indivisibleity strokes in multiple conceptualizations manageing to job act. The P-O is the redundant characteristic to an employee’s mixhardness in an make providing the redundant desire to loftyer effort act. This basically instrument that supply of specials entertaining the fit indivisibleity would conclusion in far improve job act when the special and the make are aligned concurrently.

Based on the hypothetical and experiunsubstantial elaboration on indivisibleity-organisation fit and hardness-job fit, it’s scattered-abroad proven that indivisibleity-job fit carries balance moment than the hardness-job fit.


Accenture Consulting 2006, ‘High Act Effort Consider 2006, Elaboration Report’, p. 5, retrieved 2 April 2010, .

Arsenault, A 1983, ‘The role of indivisibleity, tenure and make in perceiveing the analogy betwixt job strain, act and nonresidence’, vol. 1983, end 3, p. 227

Barrick, MR & Mount, MK 1991, The Big Five Unity Bulk and Job Performance: A Meta-Analysis, vol. 44, end 1, pp. 1-26.

Bandura, A 1997, ‘Self-efficacy: The exertion of guide’, New York: Freeman.

Beaty, JC Jr, Cleveland, JN & Murphy, KR 2001, ‘The Appurtenancy Betwixt Unity and Contextual Act in “Strong” Versus “Weak” Situations’, vol. 14, end 2, pp. 125-148.

Cable, D & Judge, T 1996, ‘Person-Organization Fit, Job Excellent Decisions, and Organizational Entry’, Organizational Behaviour and cosmical material orderes, vol. 67, no. 3, pp. 294-295.

Carless, S 2005, ‘Person-Job Fit versus Person-Organization Fit as predicators of makeal bias and job recognizeance intensions: A longitudinal consider, Journal of Occupational and Organizational Psychology, Vol. 78, pp. 411-429.

Carver, CS & Scheier, MF 1985, ‘A guide-systems mode to the self-regulation of action’, In Kuhl, J & Beckmann, J (Eds.), Action guide: From cognition to behaviour, New York: Springer, pp. 237-266.

Christopher, O 1999, ‘The contact of self-efficacy on the conclusioniveness of employee luxuriance”, Journal of Workplace Learning, Year: 1999, vol. 11, end 4, pp. 119 – 122.

Coppola, N & Carini, G 2006, ‘Ability Job-Fit Self Assessment: Employment Considerations for Job Seekers, Healthcircumspection Executives, vol. 21 end 2, pp. 60-63.

Dailey, R 1980, ‘Relationship betwixt locus of guide, job diagnosiss, and effort lies’, Metaphysical reports, 47, pp. 855-861.

Edwards, JR 1991, ‘Person-job fit: A conceptual integration, lore criticism, and methodological critique’, International criticism of industrial and organisational psychology, vol. 6, pp. 283-357.

Ehrhart, K 2006, ‘Job diagnosiss conviction and indivisibleity as antecedents of unsubstantial special-job fit, Journal of Concern and Psychology, Vol. 21, no. 2.

Fried, Y & Ferris, GR 1987, ‘The operativeity of the job diagnosiss copy: A criticism and Meta-analysis’, Act Psychology, Vol. 40, pp. 287-322.

Gist, ME & Mitchell, TR 1992, ‘Self-efficacy: A hypothetical resolution of its determinants and malleability’, Academy of Management Review, 17, pp. 183-211.

Harrison, AW, Rainer, RK, Hochwarter, WA & Thompson, K R 1997, ‘Testing the self-efficacy-act linkage of collective-cognitive system’ The Journal of Collective Psychology, Vol. 137, pp. 79-87.

Salazar, J, Hubbard, S & Salazar, L 2002; ‘Locus of guide and Its Bias on Hotel Managers’ Job Satisfaction’, Journal of Cosmical Media in Hospitality &Tourism, Vol. l (2) 2002, retrieved 2 April 2010, http://www/haworthpressinc.com/store/product. asp?sku=J 17 1, 2002.

Judge, TA, Locke, EA & Durham, CC 1997, ‘The dispositional causes of job indemnification: A kernel evaluations mode’, In Staw BM, & Cummings LL, (Eds.), Elaboration in makeal behaviour, vol. 19, pp. 151-188.

Judge, TA & Llies, R 2002, ‘Relationship of Unity to Act Motivation: A Meta-Analytic Review’, Journal of Applied Psychology, Vol. 87, no.4, pp. 797-807.

Judge, TA, Daniel, H & Mount, MK 2002, ‘Five-Factors of Copy Unity and Job Satisfaction: A Meta Analysis’, Journal of Applied Psychology, Vol. 87, no.3, pp. 530-541.

Chen, J & Silverthorne, C 2008, ‘The contact of locus of guide on job strain, job act and job indemnification in Taiwan’, Example & Make Development Journal, Vol. 29, end 7, pp. 572-582.

Kanfer, R 1990, ‘Motivation system and industrial and makeal psychology’, In Dunnette, MD & Hough LM, (Eds.), Handbook of industrial and makeal psychology, vol. 1, Palo Alto: Consulting Psychologists Press, pp. 75-170.

Kristof, A 1996, ‘Person-Organization Fit: An integrative criticism of its conceptualizations, measurements, and implications’, Personnel Psychology, pp.1-2.

Lent, RW, Brown, SD & Larkin, KC 1987, ‘Comparison of three hypothetically moderate variables in predicting history and academic behaviour, Self-efficacy, buryest congruence, and conclusion thinking’, Journal of Counselling Psychology, Vol. 34, pp. 293-298.

Locke, EA & Latham, GP 1990, ‘A system of goal enhancement and job act’, Englewood Cliffs, NJ: Prentice Hall.

Neuman, GA & Wright, J 1999, ‘Team Effectiveness; Beyond Skills and Cognitive Ability’, Journal of Applied Psychology, Vol. 84, no.3, pp. 379-389.

Sekiguchi, T 2004, ‘Person-Organization Fit and Special Job Fit in employee Selection: A criticism of the Literature’, Osaka Keidai Ronshu, vol.54, no. 6, p, 182.

Smithikra, C 2008, ‘Moderating conclusion of standingal hardness on the analogy betwixt indivisibleity strokes and opposedprolific effort behaviour’, Vol 11, end 4, pp. 253-263

Stajkovic, AD & Luthans, F 1998a, ‘Self-efficacy and effort-cognate act: A meta-analysis’, Metaphysical Bulletin, 124, pp. 240-261.

Stumpf, SA, Brief, AP & Hartman, K. 1987, ‘Self-efficacy expectations and coping after a timeliness history-cognate equablets’, Journal of Vocational Behaviour, Vol. 31, pp. 91-108.

Taylor, MS, Locke, EA, Lee, C & Gist, ME 1984, ‘Type A: ‘behaviour and boon elaboration productivity’, What are the mechanisms? Organizational Behaviour and Cosmical Sentence Processes, 34, pp. 402-418.

Van Scotter, JR & Motowidlo, SJ 1996, ‘Interindivisible facilitation and job ardor as disjoined facets of treatmentual act’, Journal of Applied Psychology, Vol. 81, pp. 525-531.

Wood, R & Bandura, A 1989a, ‘Impact of conceptions of hardness on self-regulatory mechanisms and multifold sentence-making’, Journal of Unity and Collective Psychology, Vol 56, pp. 407-415.

Cite This Work

To export a reference to this article please select a referencing stye below:

Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.

Order a Unique Copy of this Paper