Abstract
In this cross-cultural meta-analysis, we examine the relationships between person-environment [P-E] fit and work attitudes as well as job performance based on 96 studies (110 independent samples) conducted in East Asia, Europe, and North America. Findings suggest that the effects of rational fit (person-organization and person-job fit) are (relatively) stronger in North America and, to a lesser extent, Europe than in East Asia. However, the effects of relational fit (person-group and person-supervisor fit) are (relatively) stronger in East Asia than in North America. This highlights that in collectivistic and high power distance (versus individualistic and low power distance) cultures, relational (versus rational) fit is more salient in influencing employeess' perceptions about their work environments. Results are less clear concerning job performance. What is common across cultures is that, regardless of which dimension of P-E fit is being considered, fit happens and high levels of fit lead to positive outcomes, confirming the universal relevance of fit phenomenon.
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