An examination of the relationship among nine measures of Holland's concept of congruence and their relationship to job stress used data from 154 workers. Iachan's M index was the best predictor of stress and strain. The relationship between congruence and stress was significant but dependent on the congruence measure used. (SK)

At 2 sites information was collected from 168 workers, and their 3-letter Holland work environment codes were crossed with 3 measures of person-environment congruence. All three measures were strongly intercorrelated. The way a job was coded had a significant effect on the calculation of congruence. (SK)

Responses from 873 of 2,189 industrial relations graduates demonstrated that person-organization fit leads to higher levels of job satisfaction and career success measured by salary and job level. Respondents who fit better earned 20% higher salaries, worked at levels 11.6% higher, and reported 15% higher levels of satisfaction. (SK)

Examined Holland's construct of congruence with job dissatisfaction among 1,869 employed persons. Developed congruence scale based on job aspirations as college freshmen, graduating major, and actual job in 1980. More men than women were dissatisfied with income, fringe benefits, and promotion opportunity. Those with high level of congruence were…

Relates Holland's theory of vocational choice and congruence between personality and work environment to Cass's model of lesbian/gay identity development. Suggests that Holland's congruence and Cass's interpersonal congruence concepts need to be considered in career counseling with lesbian/gay clients. (SK)

Commends Pervin's review of the common roots of various current conceptualizations of person-environment relations, agreeing that a dynamic, process-oriented model is needed, but criticizing Pervin's conceptualization as too person centered, not emphasizing the embeddedness of person-environment relations within environments, and not citing…

Studied personality-environment congruence and differentiation, singly and in combination, as measured by the Vocational Preference Inventory. Results indicated that these variables predicted reported job satisfaction for 247 teachers employed in five subject matter areas. Time-related variables and sex were not significantly related to job…

Demonstrates that job satisfaction is positively related to the congruence between the personality types of individuals and their work environments for males and females. However, gender-specific differences are apparent in terms of the relationship between person-environment congruence and extrinsic (males only) and overall (females only) job…

Metaanalysis of 27 studies found overall correlation between interest congruence and job/academic satisfaction was not significant. Methodologically weakest studies yielded strongest correlations. No significant effects appeared for type of congruence measure, gender, Holland type, or academic versus job setting. (SK)

Finds evidence for both the consistency and the variability of behavior precludes resolution of the person-environment controversy. Prefers dynamic, interpretive, process-oriented models of person-environment interaction emphasizing stasis and flow of behavior, to static descriptive models. Describes a theory of goal-directed behavior focusing on…

Evaluated person-environment fit and job satisfaction based on the Theory of Work Adjustment. Provided evidence for commensurate structures and directional interpretations of need-reinforcer correspondence, and indicated that the relationship between the correspondence indices and job satisfaction was moderated by profile component, type of…

Emphasizes that environments are a function of the people behaving in them. Reviews a new conceptualization of organizational functioning based on the attraction-selection-attrition framework. Describes the implications of this framework for various areas of study in industrial/organizational psychology and vocational behavior. (Author/KS)

Most tests of congruence in Holland's theory are flawed because they are cross-sectional, use samples of persons already in congruent environments, classify environment casually, fail to relate congruence to relevant aspects of work environments, and have not assessed environment accurately. The centrality of congruence makes the improvement of…

Speculates about the outcomes of person-environment research and suggests how more successful research might be planned. Focuses on congruence effects and the value of meta-analysis. Suggests careful use of theory; attention to both environmental and personal assessment; identification of potent personal, environmental, and theoretical variables;…

Conceptualizes job characteristics theory as a model of person-environment fit. Explores the potential costs and benefits of person-job congruence, using recent developments in the person-environment fit literature to suggest ways in which characteristics of jobs and characteristics of individuals may influence one another. Discusses implications…