Person-Job Fit and Person-Organization Fit by John Holland

Introduction

John Holland developed theories to explain why people fit some jobs/organizations and not others.
Focus on:
- Why some people are attracted to certain jobs and organizations.
- Why organizations seek specific types of individuals.

Definition: Satisfaction and likelihood of staying in a position depend on how well individual personalities match their jobs.
Hexagon Model: Stratification into six personality types, each associated with specific job preferences.
- Realistic: Prefers physical activities requiring skill, strength, coordination
  - Occupations: Mechanic, Drill Press Operator, Assembly Line Worker, Farmer.
- Investigative: Enjoys thinking, organizing, understanding
  - Occupations: Biologist, Economist, Mathematician, News Reporter.
- Social: Likes helping and developing others
  - Occupations: Social Worker, Teacher, Counselor, Clinical Psychologist.
- Conventional: Prefers rule-regulated, orderly, unambiguous activities
  - Occupations: Accountant, Corporate Manager, Bank Teller, File Clerk.
- Enterprising: Inclined towards activities that involve starting up and carrying out projects, leadership roles often included.
- Artistic: Engages in creative activities, prefers unstructured environments.

Definition: Individuals are attracted to and selected by organizations that match their values and personalities.
- Mismatch leads to attrition; aligned values lead to retention.
Example: A realistic person would not be interested in, nor be a good fit for, a job as a biologist in a biology company.

Personalities and job types have specific congruences, as visualized in Holland’s hexagon model.
Opposite personality types on the hexagon are very different in job preference.
Organizations look for employees whose values align with the company's identity.
Both person-job fit and person-organization fit are essential for job satisfaction and retention.