Perceived Person-Organization Fit


This measure (Perceived Person-Organization Fit) was developed by Lovelace and Rosen (1996). It assesses per­ceived person-organization fit by directly asking respondents for the degree of fit between their own personal values, ethics, goals, and objectives and those of the organization for which they work.


Coefficient alpha was .92. A factor analysis of the 14 items showed that they all loaded on a single factor (Lovelace & Rosen, 1996).


Person-organization fit correlated positively with job satisfaction, direct feedback, and age. Person-organization fit correlated negatively with perceived stress and intentions to leave (Lovelace & Rosen, 1996).


Lovelace, K., & Rosen, B. (1996). Differences in achieving person­ organization fit among diverse groups of managers. Journal of Manage­ment, 22(5), 703-722. Items were taken from text, p. 708. Copyright© 1996. Reprinted with permission from Elsevier Science.

Scale items

Responses are obtained on a 7-pointLikert-type scale where 1 = very poor fit and 7 = very good fit.

Instructions: Employees are directed to “describe the fit between your values and the organization’s values.”

These assessments are made for the following 14 items:

  1. Values
  2. Ethics
  3. Goals and objectives
  4. Skills
  5. Attitudes
  6. Participation in extracurricular activities
  7. Interactions with co-workers
  8. Outside interests
  9. Work-family balance
  10. Politics
  11. Religion
  12. Definition of career success
  13. Dress
  14. Personal style