The convergent and discriminant validity of subjective fit perceptions.
Abstract
This study examined whether employees develop perceptions about 3 different types of fit: person-organization fit, needs-supplies fit, and demands-abilities fit. Confirmatory factor analyses of data from 2 different samples strongly suggested that employees differentiate between these 3 types of fit. Furthermore, results from a longitudinal design of 187 managers supported both the convergent and discriminant validity of the different types of fit perceptions. Specifically, person-organization fit perceptions were related to organization-focused outcomes (e.g., organizational identification, citizenship behaviors, turnover decisions), whereas needs-supplies fit perceptions were related to job- and career-focused outcomes (e.g., job satisfaction, career satisfaction, occupational commitment). Although demands-abilities fit perceptions emerged as a distinct construct, they were not related to hypothesized outcomes (e.g., job performance, raises).
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The Cable and DeRue (2002) fit perception measure was used to assess person-organization fit, needs-supplies fit, and demands-abilities fit, with alphas .95, .92, and .93.
“The Cable and DeRue (2002) fit perception measure was used to assess three different types of perceived fit: person-organization fit, needs-supplies fit, and demands-abilities fit.”
From Interest Fit Beyond the RIASEC: The Comprehensive Assessment of Basic Interests—O*NET (CABIN-NET) (2026) · cites this paper as Cable and DeRue (2002)
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Alternative Ways of Assessing Model Fit
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PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META‐ANALYSIS
NG, T. W. H., EBY, L. T., SORENSEN, K. L., & FELDMAN, D. C. (2005) · Personnel Psychology · doi:10.1111/j.1744-6570.2005.00515.x · Cited by 2,412 · see citing works
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Interest Fit Beyond the RIASEC: The Comprehensive Assessment of Basic Interests—O*NET (CABIN-NET)
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Included but undermined: How representation goals backfire
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- Authors
- Cable, D. M., & DeRue, D. S.
- Affiliations
- University of North Carolina at Chapel Hill (US)
- Venue
- Journal of Applied Psychology
- Published
- 2002-10
- Volume
- 87
- Issue
- 5
- Pages
- 875-884
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2110448961
- Cited by
- 2,224
- References
- 2
- Citations by year
- 2026: 154 · 2025: 151 · 2024: 155 · 2023: 191 · 2022: 180 · 2021: 161 · 2020: 165 · 2019: 131 · 2018: 127 · 2017: 115 · 2016: 92 · 2015: 96 · 2014: 93 · 2013: 61 · 2012: 80
- FWCI
- 22.92
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Applied Psychology (publishedVersion)
- PubMed (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
- Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
- Keywords
- person-organization fit, needs-supplies fit, demands-abilities fit, convergent validity, discriminant validity, organizational identification, organizational citizenship behavior, turnover intention, job satisfaction, career satisfaction, occupational commitment, employee performance
- MeSH terms
- Cross-Sectional Studies, Employee Performance Appraisal, Humans, Job Satisfaction, Social Perception, Social Support, Reproducibility of Results, Organizational Culture, Discriminant Analysis
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