Revisiting the 'person' in person-environment fit: An investigation of self-concept and organizational goal congruence

Using a control-theory framework of self-regulation, this study investigated the influence of self-concept/organizational goal congruence on work-based attitudes and intentions when the standards of the congruence are employees themselves. I hypothesized that an external congruence between self and organizational goals would relate to organizational commitment and intent to turnover. I also suggested that external congruence would relate to the implementation of self-related behavior. In turn, this behavior would influence perceptions of congruent organizational goals. Perceived goal congruence would relate to organizational commitment and intent to turnover.;I also proposed that goal planfulness would moderate the goal congruence/behavior relationship; organizational attributions toward successful behavior would moderate the behavior/perceived goal congruence relationship and goal orientation would moderate the perceived goal congruence-commitment/turnover relationship.;A representative sample of 600 employees of the North American division of a U.S. based international oil firm was invited to participate. Two hundred seventy-four participants returned surveys including 12 general managers who supplied ratings of organizational goals. The survey requested information on perceptions of self and organizational goals that were determined previously though an idiographic survey, desired work behavior, organization attributions, organizational commitment, intent to turnover and tendencies toward goal orientation and planfulness.;For the most part, the model incorporating employees' five most salient self-concept goals was supported. External goal congruence related negatively to intent to turnover. It also related positively to the implementation of self-related behavior. Behavior related positively to the perception of congruent organizational goals. Perceived goal congruence related positively to organizational commitment and intent to turnover in the proposed direction. Although nonsignificant, goal planfulness positively moderated the external goal congruence/behavior relationship. Also, goal orientation directly affected both dependent variables.;This study suggests that employees serve as a useful standard to understand the consequences of person-environment fit. It also suggests that organizations must recognize varied, albeit legitimate behavior stemming congruent self/organizational goals to retain committed employees.