Fitting in a workgroup in unique ways: A latent profile analysis of perceived person-group fit characteristics.

Research has identified seven characteristics-value congruence, shared interests, perceived demographic similarity, needs-supplies match, goal similarity, common workstyle, and complementary attributes-on which group members simultaneously evaluate their perceived person-group (PG) fit. Most of extant research has focused on how each characteristic or them as a composite predicts outcomes. However, these variable-centered approaches fail to address how there may be subpopulations of members who differentially combine the PG fit characteristics and how such conjunctive effects differentially relate to various work outcomes.

When opposites attract: a multi-sample demonstration of complementary person-team fit on extraversion.

This study assessed the nature of the person-team fit relationships for extraversion on members' attraction toward their teams. Unlike most studies of personality-based fit, which emphasize similarity, we predicted that complementary fit on extraversion (i.e.

A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations.

The authors report an experimental policy-capturing study that examines the simultaneous impact of person-job (PJ), person-group (PG), and person-organization (PO) fit on work satisfaction. Using hierarchical linear modeling, the authors determined that all 3 types of fit had important, independent effects on satisfaction. Work experience explained systematic differences in how participants weighted each type of fit.