The use of person-organization fit in employment decision making: an assessment of its criterion-related validity. Academic Article uri icon


  • Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnover, compared with a stronger effect of .31 (k = 109, N = 108,328) for the more commonly studied relation between P-O fit and work attitudes. In contrast to the relations between P-O fit and work attitudes, the lower 95% credibility values for the job performance and turnover relations included zero. In addition, P-O fit's relations with job performance and turnover were partially mediated by work attitudes. Potential concerns pertaining to the use of P-O fit in employment decision making are discussed in light of these results.

published proceedings

  • J Appl Psychol

altmetric score

  • 3

author list (cited authors)

  • Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D

citation count

  • 237

complete list of authors

  • Arthur, Winfred||Bell, Suzanne T||Villado, Anton J||Doverspike, Dennis

publication date

  • July 2006