Person Environment -Correspondence Counseling
Person-Environment-Correspondence Counseling
Freya Cooper-Richardson
Troy University-Phenix City
Vocational Psychology and Career Development
PSY 6635
Dr. Thomas Peavy
April 01, 2011
Person-Environment-Correspondence Counseling The concept of person-environment fit (P-E fit) is central to research in organizational behavior, organizational psychology, and human resource management (Dawis & Lofquist, 1984; Edwards, Caplan, & Harrison, 1998; Holland, 1997; Kristof, 1996; Walsh, Craik & Price, 2000). P-E fit has been examined in reference to various person and environment constructs, such as employee needs and work- related rewards (Dawis, 1992; Edwards & Harrison, 1993; Rice, McFarlin, & Bennett, 1989), employee abilities and job demands (Caldwell & O’Reilly, 1990; Kristof-Brown, 2000; Westman & Eden, 1992), personal and organization values (Adkins, Ravlin, & Meglino, 1996; Cable & Judge, 1996, 1997; Judge & Bretz, 1992), and the personality of the employee and other members of the organization (Schneider, 1987). Studies suggest that P-E fit is related to recruitment and selection decisions, occupational choice, job satisfaction, performance, organization commitment, turnover, and psychological and physical well-being (Edwards, 1991; Judge & Kristof-Brown, 2004; Kristof, 1996; Spokane, Meir, & Catalano, 2000; Verquer, Beerhr, & Wagner, 2003; Werbel & Gilliland, 1999). Understanding how people choose their work and educational environments and the process that leads to satisfaction in these environments is critical to optimizing productivity and self – actualization. A perspicuous theory of career choice is Holland’s (1992) theory of person-environment fit. Essentially this theory postulates six personality types (realistic [R], investigative [I], artistic [A], social [S], enterprising [E], and conventional [C]) and six environments (with the same descriptors R, I, A, S, E, and C). According to Holland, the relationships among six personality
Freya Cooper-Richardson
Troy University-Phenix City
Vocational Psychology and Career Development
PSY 6635
Dr. Thomas Peavy
April 01, 2011
Person-Environment-Correspondence Counseling The concept of person-environment fit (P-E fit) is central to research in organizational behavior, organizational psychology, and human resource management (Dawis & Lofquist, 1984; Edwards, Caplan, & Harrison, 1998; Holland, 1997; Kristof, 1996; Walsh, Craik & Price, 2000). P-E fit has been examined in reference to various person and environment constructs, such as employee needs and work- related rewards (Dawis, 1992; Edwards & Harrison, 1993; Rice, McFarlin, & Bennett, 1989), employee abilities and job demands (Caldwell & O’Reilly, 1990; Kristof-Brown, 2000; Westman & Eden, 1992), personal and organization values (Adkins, Ravlin, & Meglino, 1996; Cable & Judge, 1996, 1997; Judge & Bretz, 1992), and the personality of the employee and other members of the organization (Schneider, 1987). Studies suggest that P-E fit is related to recruitment and selection decisions, occupational choice, job satisfaction, performance, organization commitment, turnover, and psychological and physical well-being (Edwards, 1991; Judge & Kristof-Brown, 2004; Kristof, 1996; Spokane, Meir, & Catalano, 2000; Verquer, Beerhr, & Wagner, 2003; Werbel & Gilliland, 1999). Understanding how people choose their work and educational environments and the process that leads to satisfaction in these environments is critical to optimizing productivity and self – actualization. A perspicuous theory of career choice is Holland’s (1992) theory of person-environment fit. Essentially this theory postulates six personality types (realistic [R], investigative [I], artistic [A], social [S], enterprising [E], and conventional [C]) and six environments (with the same descriptors R, I, A, S, E, and C). According to Holland, the relationships among six personality
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