Work Psychology Department, Nofer Institute of Occupational Medicine, Łódź, Poland.
Int J Occup Med Environ Health. 2012 Jun;25(2):166-77. doi: 10.2478/S13382-012-0020-z. Epub 2012 Apr 10.
[corrected] Person-Environment fit (P-E fit) paradigm, seems to be especially useful in explaining phenomena related to work attitudes and occupational health. The study explores the relationship between a specific facet of P-E fit as Person-Organization fit (P-O fit) and health.
Research was conducted on the random sample of 600 employees. Person-Organization Fit Questionnaire was used to asses the level of Person-Organization fit; mental health status was measured by General Health Questionnaire (GHQ-28); and items from Work Ability Index allowed for evaluation of somatic health. Data was analyzed using non parametric statistical tests. The predictive value of P-O fit for various aspects of health was checked by means of linear regression models.
A comparison between the groups distinguished on the basis of their somatic and mental health indicators showed significant differences in the level of overall P-O fit (χ(2) = 23.178; p < 0.001) and its subdimensions: for complementary fit (χ(2) = 29.272; p < 0.001), supplementary fit (χ(2) = 23.059; p < 0.001), and identification with organization (χ(2) = 8.688; p = 0.034). From the perspective of mental health, supplementary P-O fit seems to be important for men's well-being and explains almost 9% of variance in GHQ-28 scores, while in women, complementary fit (5% explained variance in women's GHQ score) and identification with organization (1% explained variance in GHQ score) are significant predictors of mental well-being. Interestingly, better supplementary and complementary fit are related to better mental health, but stronger identification with organization in women produces adverse effect on their mental health.
The results show that obtaining the optimal level of P-O fit can be beneficial not only for the organization (e.g. lower turnover, better work effectiveness and commitment), but also for the employees themselves. Optimal level of P-O fit can be considered as a factor maintaining workers' health. However, prospective research is needed to confirm the results obtained in this exploratory study.
（已更正）人与环境适配（P-E 适配）范式似乎特别有助于解释与工作态度和职业健康相关的现象。本研究探讨了人与组织适配（P-O 适配）这一特定 P-E 适配方面与人的健康之间的关系。
研究采用随机抽样的方法对 600 名员工进行调查。采用人与组织适配问卷来评估人与组织适配的水平；使用一般健康问卷（GHQ-28）来衡量心理健康状况；使用工作能力指数的项目来评估躯体健康。使用非参数统计检验分析数据。通过线性回归模型检查 P-O 适配对健康各个方面的预测价值。
基于躯体和心理健康指标对员工进行分组比较，发现整体 P-O 适配水平（χ²=23.178，p<0.001）及其各维度存在显著差异：互补适配（χ²=29.272，p<0.001）、补充适配（χ²=23.059，p<0.001）和对组织的认同（χ²=8.688，p=0.034）。从心理健康的角度来看，补充性的 P-O 适配似乎对男性的幸福感很重要，它可以解释 GHQ-28 得分中近 9%的差异，而在女性中，互补适配（解释女性 GHQ 得分差异的 5%）和对组织的认同（解释 GHQ 得分差异的 1%）是心理健康的显著预测指标。有趣的是，更好的补充适配和互补适配与更好的心理健康相关，但女性对组织的强烈认同对其心理健康产生不利影响。
研究结果表明，获得最佳的 P-O 适配水平不仅对组织有益（例如降低离职率、提高工作效率和承诺），对员工自身也有益。最佳的 P-O 适配水平可以被视为维持员工健康的一个因素。然而，需要进行前瞻性研究来证实本探索性研究中获得的结果。
