Applicant–Employee Fit in Personality: Testing predictions from similarity‐attraction theory and trait activation theory

Abstract

We extend prior research by examining whether, and how, applicant–employee fit in the personality traits of conscientiousness, agreeableness, and extraversion affect organizational attractiveness. We test hypotheses based on similarity‐attraction theory and trait activation theory. Results from two studies indicate that applicants high in valued traits are more attracted to organizations when employees are more similar to them in those personality traits, whereas employees’ trait levels do not affect attraction for applicants low in valued traits. The effects of objective applicant–employee fit in personality on attractiveness were mediated by perceived applicant–employee fit. The pattern of the observed applicant–employee fit interactions was best predicted by trait activation theory and, thus, provide an important extension to similarity‐attraction theory.

Organizational factors related to attracting job seekers higher in hardiness

“…As predicted in Study 2, hardiness was positively correlated with organizational attractiveness when job seekers were presented with an advertisement of hardy coworkers. This result aligns with theoretical models of applicant-employee fit (Van Hoye & Turban, 2015) and person-group fit (Kristof-Brown et al, 2005) such that job seekers are more likely to be attracted to an organization comprised of similar others. In this case, coworkers with characteristics of commitment, challenge, and control are similar to job seekers higher in hardiness.…”

“…The effects of fit on organizational attractiveness is further demonstrated empirically by Van Hoye and Turban (2015). Van Hoye and Turban found that personality congruence between the applicant and the organization's employees increases organizational attraction for the applicant.…”

“…Within P-O fit theory, a person is attracted to environments that provide compatibility (or fit) with their beliefs and values. Applicant-employee fit (Van Hoye & Turban, 2015) and person-job fit (Kristof-Brown et al, 2005) are two types of fit relevant to job seekers and the current study. Applicant-employee fit describes the extent to which a job applicant shares values and characteristics with the current workforce of an organization (their prospective team members).…”

The criterion‐related validity of a short commensurate measure of personality‐based person‐organization fit

“…This is surprising, given the potential for the use of a commensurate measure utilizing the well‐established Big Five personality framework (Goldberg, ). In this study, we adhere to calls to use commensurate measures of personality‐based PO fit (Caplan, ; Van Hoye & Turban, ) and examine whether PO fit based on the Big Five personality framework is related to two important retention‐related attitudes: job satisfaction and intention to stay.…”

“…Several studies have supported this hypothesis for both interpersonal and employment relationships (Kristof‐Brown et al, ; Selfhout, Denissen, Branje, & Meeus, ; Strauss, Barrick, & Connerley, ). Recently, Van Hoye and Turban () used the trait activation theory to explain the effects of personality congruence in work contexts. Trait activation theory suggests that individuals express specific personality traits in response to trait‐relevant cues in the situation (Tett & Burnett, ).…”