SELF-CONCEPT-JOB FIT - Expanding the person-job fit construct and implications for retention management

This paper proposes a new approach to person-job fit, based upon the match between individual self-concept and job tasks. Person-job fit is conceptualized as a multidimensional construct consisting of different types of fit (demand-abilities fit, supply-value fit, self-concept-job fit). Self-concept job fit is defined and conceptually distinguished from other types of person job fit. It is proposed that different types of person-job fit are differentially related to attitudinal and performance variables. A model is developed that relates self-concept-job fit to experienced meaningful work, which is argued to relate to various outcome variables related to employee retention. It is proposed that organizations should focus on self-concept-job fit in order to increase applicant attraction and employee retention. Implications and issues for future research are discussed.