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Natural selection, a fundamental concept in evolutionary biology, is the mechanism by which evolution is driven, favoring organisms that are best adapted to their environments. This process enhances their chances of survival and reproduction. Adaptation, a key outcome of this process, involves genetic modifications that optimize an organism's functionality under specific environmental challenges, such as extreme cold or thinner air at high altitudes.
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Updated: Jun 29, 2025

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Person-Organization Fit in a military selection context.

Henrik O Sørlie1,2, Jørn Hetland1, Anders Dysvik3

  • 1Department of Psychosocial Science, University of Bergen, Bergen, Norway.

Military Psychology : the Official Journal of the Division of Military Psychology, American Psychological Association
|March 27, 2024
PubMed
Summary
This summary is machine-generated.

Person-Organization Fit (P-O Fit) predicts job performance and engagement, offering incremental validity beyond intelligence and personality. This study highlights P-O Fit

Keywords:
PHRASES: Person-Organization Fitincremental predictive validityselectiontask performancework engagement

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Area of Science:

  • Organizational Psychology
  • Human Resources Management
  • Personnel Selection

Background:

  • Effective personnel selection aims to maximize explained variance in job outcomes like Task Performance and Work Engagement.
  • While Intelligence and Big Five Personality are common predictors, the incremental predictive validity of Person-Organization Fit (P-O Fit) is less understood.
  • Research on P-O Fit's utility in selection, particularly in relation to task performance and work engagement, remains scarce.

Purpose of the Study:

  • To examine the practical utility of indirectly measured Person-Organization Fit (P-O Fit) as a selection tool.
  • To assess the incremental predictive validity of P-O Fit beyond intelligence and personality traits.
  • To investigate P-O Fit's prediction of Task Performance and Work Engagement in a military selection context.

Main Methods:

  • Objective P-O Fit measures were collected from military applicants.
  • Self-report measures of Work Engagement and supervisor-rated Task Performance were obtained post-entry.
  • Statistical analyses were performed to determine predictive validity and incremental validity, controlling for covariates.

Main Results:

  • Person-Organization Fit (P-O Fit) significantly predicted both Task Performance ( = .041) and Work Engagement ( = .038).
  • P-O Fit demonstrated incremental predictive validity for both outcomes, even after accounting for intelligence and personality.
  • Inclusion of P-O Fit increased explained variance in Work Engagement from 25.1% to 26.3% and in Task Performance from 5.8% to 6.3%.

Conclusions:

  • Indirectly measured Person-Organization Fit (P-O Fit) is a valuable predictor in personnel selection.
  • P-O Fit offers incremental validity over traditional predictors like intelligence and personality.
  • Findings support the practical application of P-O Fit in selection systems to enhance prediction of job performance and engagement.