title: Relationship between person-organization fit and objective and subjective health status (person-organization fit and health).
abstract: OBJECTIVE
  [corrected] Person-Environment fit (P-E fit) paradigm, seems to be especially useful in explaining phenomena related to work attitudes and occupational health. The study explores the relationship between a specific facet of P-E fit as Person-Organization fit (P-O fit) and health.
  
  
  METHODS
  Research was conducted on the random sample of 600 employees. Person-Organization Fit Questionnaire was used to asses the level of Person-Organization fit; mental health status was measured by General Health Questionnaire (GHQ-28); and items from Work Ability Index allowed for evaluation of somatic health. Data was analyzed using non parametric statistical tests. The predictive value of P-O fit for various aspects of health was checked by means of linear regression models.
  
  
  RESULTS
  A comparison between the groups distinguished on the basis of their somatic and mental health indicators showed significant differences in the level of overall P-O fit (χ(2) = 23.178; p < 0.001) and its subdimensions: for complementary fit (χ(2) = 29.272; p < 0.001), supplementary fit (χ(2) = 23.059; p < 0.001), and identification with organization (χ(2) = 8.688; p = 0.034). From the perspective of mental health, supplementary P-O fit seems to be important for men's well-being and explains almost 9% of variance in GHQ-28 scores, while in women, complementary fit (5% explained variance in women's GHQ score) and identification with organization (1% explained variance in GHQ score) are significant predictors of mental well-being. Interestingly, better supplementary and complementary fit are related to better mental health, but stronger identification with organization in women produces adverse effect on their mental health.
  
  
  CONCLUSIONS
  The results show that obtaining the optimal level of P-O fit can be beneficial not only for the organization (e.g. lower turnover, better work effectiveness and commitment), but also for the employees themselves. Optimal level of P-O fit can be considered as a factor maintaining workers' health. However, prospective research is needed to confirm the results obtained in this exploratory study.
authors.affiliation: Work Psychology Department, Nofer Institute of Occupational Medicine, Łódź, Poland. merecz@imp.lodz.pl
authors.forename: Dorota
authors.initials: D
authors.lastname: Merecz
authors.forename: Aleksandra
authors.initials: A
authors.lastname: Andysz
mesh_terms: D000328:Adult; D000368:Aged; D001290:Attitude; D005260:Female; D006304:Health Status; D006801:Humans; D007588:Job Satisfaction; D008297:Male; D008603:Mental Health / Q000706:statistics & numerical data*; D008875:Middle Aged; D016272:Occupational Health / Q000706:statistics & numerical data*; D015279:Organizational Culture; D010549:Personal Satisfaction; D011044:Poland; D013647:Task Performance and Analysis; D017132:Workplace / Q000458:organization & administration* / Q000523:psychology* / Q000706:statistics & numerical data; D055815:Young Adult