Abstract Person-environment (PE) fit is simply defined as the match between an individual and the environment. PE-fit fit has proven to be an important predictor of work related outcomes. A...Show moreAbstract Person-environment (PE) fit is simply defined as the match between an individual and the environment. PE-fit fit has proven to be an important predictor of work related outcomes. A Perceived Person-Environment Fit Scale is developed, which distinguishes four dimensions of PE-fit. Therefore the present research has investigated two of those dimensions in relation to work related outcomes. The present research has examined the relation between person-organization (PO) fit and person-group (PG) fit with the work related outcomes job satisfaction and turnover intention. Furthermore, it was examined whether the strength of those relations is influenced by the individual cultural values uncertainty avoidance and collectivism. In addition, it was also tested whether job satisfaction positively mediates the negative effect of PO-fit and PG-fit on turnover intention. To examine these effects an online survey study was conducted among the general Dutch working population (N = 163). The analyses were performed with IBM SPSS Statistics 28. It was predicted and found that PO-fit has a positive effect on job satisfaction and a negative effect on turnover intention, the negative effect on turnover intention was also mediated by job satisfaction. Furthermore, it was also predicted and found that PG-fit has a positive effect on job satisfaction. However, a relation between PG-fit and turnover intention was not found and neither was the mediating effect of uncertainty avoidance and collectivism found. The findings of this research are interesting for organizations. The relations found between the PE-fit dimensions with job satisfaction and turnover intention can be used strategically. By improving employees’ PO-fit and PG-fit job satisfaction can be enhanced and turnover intention reduced.Show less
