Meta-analysis of the relationship between congruence and well-being measures

Assouline, Moti; Meir, Elchanan I.

doi:10.1016/0001-8791(87)90046-7

Cited by 276 publications

(244 citation statements)

References 39 publications

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“…On the negative side, none of the indicators of congruence had a really strong relation with stress or strain. The coefficients are very similar to those reported in the literature summarising the relation between congruence and job satisfaction where congruence is said to account for about 4.6% of the variance in satisfaction (Spokane, 1985;Assouline & Meir, 1987). Their practical significance will really depend on the relation between Iachan's measure of congruence and other known predictors of stress.…”

Section: Discussionsupporting

confidence: 81%

“…A number of variables have been examined under the umbrella of P-E fit including, tenure, vocational stability, career indecision, and academic performance. A substantial proportion of P-E fit research, however, has focused on its relation with job satisfaction and it is generally accepted that a positive but weak relationship exists between the two constructs (see Spokane, 1985;Assouline & Meir, 1987). There has been little research on the correlation between P-E fit and associated constructs such as occupational stress.…”

mentioning

confidence: 99%

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Congruence as a Predictor of Occupational Stress

Sutherland

Fogarty

Pithers

1995

Journal of Vocational Behavior

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Section: Discussionsupporting

confidence: 81%

mentioning

confidence: 99%

Congruence as a Predictor of Occupational Stress

Sutherland

Fogarty

Pithers

1995

Journal of Vocational Behavior

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“…In career research, the idea of 'congruence', which states that "people find environments reinforcing and satisfying when environmental patterns resemble their personality patterns" (Holland, 1985, pp.53) has received most attention. Numerous studies (e.g., Assouline & Meir, 1987) have found congruence to be positively associated with job satisfaction, stability, and success.…”

Section: Vocational Interests and Job Instabilitymentioning

confidence: 99%

Vocational interests and Big Five traits as predictors of job instability

Wille

Fruyt

Feys

2010

Journal of Vocational Behavior

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Although empirical research on this topic is scarce, personality traits and vocational interests have repeatedly been named as potential individual level predictors of job change. Using a long-term cohort study (N = 291), we examined RIASEC interest profiles and Big Five personality scores at the beginning of the professional career as predictors of subsequent job changes, both internal as well as external, over the next 15 years. Overall, results provide additional evidence for an individual difference perspective on job instability, although our findings vary across instability variables. Consistent with previous research, external job changes in particular related to individual differences. Specifically, scores on Investigative, Artistic, Enterprising and Conventional scales showed to be the most important interest related predictors. With regard to Big Five personality traits, strongest associations were found with Agreeableness and Openness. In addition, facet level analyses proved to be useful to further clarify linkages between personality and job instability.

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“…Moreover, researchers have found that such P-E value congruence corresponds to heightened job satisfaction, greater job commitment, and diminished turnover intentions (e.g. see Assouline & Meir, 1987;Bretz & Judge, 1994;Cable & Judge, 1996;Chatman, 1989Chatman, , 1991Gottfredson & Holland, 1990;Joyce & Slocum, 1982;Meglino, Ravlin, & Adkins, 1989;Meir, 1995;O'Reilly, Chatman, & Caldwell, 1991;Tranberg, Slane, & Ekberg, 1993;Vancouver & Schmitt, 1991).…”

mentioning

confidence: 99%

Person-Organization Congruence and the Maintenance of Group-Based Social Hierarchy: A Social Dominance Perspective

Haley

Sidanius

2005

Group Processes & Intergroup Relations

116

169

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Using vocational choice theory and social dominance theory as guiding frameworks, this paper examines the interrelationships between the types of social institutions that a person occupies, on the one hand, and the sociopolitical attitudes and behavioral predispositions that a person displays, on the other. Beginning with Holland (1959, 1966), numerous researchers have documented the fact that people’s work-related values tend to match the values of their work environments. Researchers have also found, as we might expect, that this value match yields superior job performance and greater employee satisfaction. Social dominance theory has proposed an important expansion of this research: people’s sociopolitical attitudes (e.g. anti-egalitarianism) should also be compatible, or congruent, with their institutional environments (e.g. schools, workplaces). A growing body of research supports this claim. Specifically, recent research has shown that hierarchy-enhancing (HE) organizations (e.g. police forces) tend to be occupied by those with anti-egalitarian beliefs, while hierarchy-attenuating (HA) organizations (e.g. civil liberties organizations) tend to be occupied by those with relatively democratic beliefs. This research has also provided evidence for five (non-mutually exclusive) processes underlying this institutional assortment: self-selection, institutional selection, institutional socialization, differential reward, and differential attrition. This paper reviews the literature bearing on each of these processes, and suggests key paths for future research.

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Meta-analysis of the relationship between congruence and well-being measures

Cited by 276 publications

References 39 publications

Congruence as a Predictor of Occupational Stress

Congruence as a Predictor of Occupational Stress

Vocational interests and Big Five traits as predictors of job instability

Person-Organization Congruence and the Maintenance of Group-Based Social Hierarchy: A Social Dominance Perspective

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