Job-person fit and well-being from a gender perspective

Abstract

Drawing on the Job-Person Fit Model, this study examines whether the wanted (person) and the actual (job) features fit has similar effects on job related well-being (work engagement and satisfaction) in both men and women. A sample of 840 employees from 29 countries (53% men) participated in this study. The results of the Student's t-test, ANOVA, and hierarchical regression analyses showed that there were no gender differences on perceived job well-being or on the ideal job features but, interestingly, differences did appear for the real job features and fit, with men perceiving better fit and work characteristics. Moreover, it is found that both actual job features and the job-person fit affect men's and women's wellbeing. Finally, theoretical and practical implications on human resources management and development are discussed.