P-E fit and job satisfaction: A failure to support Holland's theory in three British samples

Abstract

This paper reports on three studies all examining the P-E fit defined and measured by the Holland Vocational Preference Inventory among employed workers in Great Britain. Its aim was to demonstrate the relationship between P-E fit and satisfaction among different types of workers at different levels. Two studies examined the relationship between fit and multi-dimensional measures of job satisfaction, while the third explored the P-E fit among specialists in one specific occupational group. In the first study, Ss from 11 companies, 62 managers and 73 non-managers ( N = 135) completed the Index of Organisational Reactions (Smith, Cat. Sel. Docum. Psychol., 6, 1265, 1976; Journal of Applied Psychology, 62, 16–19). There were few significant relationships between congruency and differentiation and job satisfaction; but managerial Ss were found to be more congruent and expressed greater satisfaction than non-managerial Ss. In the second study a homogeneous group of speech therapists ( N = 60) completed the above two questionnaires. It was predicted that more recently qualified Ss would be more congruent than those long qualified; and that congruency would be correlated with job satisfaction. Neither hypotheses was confirmed. In the third study two groups of specialists and one general group of nurses were given the Holland measure. As predicted specialists were more congruent than non-specialists. The results fail to confirm central tenets of Holland's theory and suggest it does not ‘travel well’ across national and occupational boundaries.