Complementary and supplementary fit: a theoretical and empirical integration

Area of Science:

• Organizational Psychology
• Human Resources Management

Background:

• Complementary and supplementary fit are distinct but parallel traditions in person-environment fit.
• Existing research has not fully integrated these two perspectives.
• Understanding both fit types is crucial for employee well-being and organizational success.

Purpose of the Study:

• To theoretically articulate and empirically test the distinct and integrated roles of complementary and supplementary fit.
• To examine psychological need fulfillment as a prototype for complementary fit and value congruence for supplementary fit.
• To compare three conceptual models of person-environment fit.

Main Methods:

• Survey data from 963 adult employees across various job levels.
• Testing of three alternative conceptual models examining complementary and supplementary fit traditions.
• Utilizing psychological need fulfillment and value congruence as key variables.

Main Results:

• An integrative model significantly outperformed models focusing solely on complementary or supplementary fit.
• Both complementary and supplementary fit were found to predict different organizational outcomes.
• Psychological need fulfillment and value congruence demonstrated distinct predictive pathways.

Conclusions:

• An integrated approach to person-environment fit is superior for understanding workplace dynamics.
• Complementary and supplementary fit uniquely contribute to employee outcomes.
• Future research should consider the combined influence of different fit types for a holistic view.