Abstract
The Theory of Work Adjustment (TWA) posits a relation between person–environment fit and job satisfaction and tenure. However, typical studies of fit have relied on occupational environments or general organizational descriptions. The present study extends the TWA by examining person–environment fit in organizational settings that are described with a greater level of specificity than has typically been the case. Moreover, although the TWA indicates that work rewards play a moderating role in determining job satisfaction, theoretical and empirical evidence suggests that person–organization fit may have a direct influence on extrinsic measures of career success such as salary and job level attained. Therefore, in addition to testing several tenets of the TWA, the present study provides a preliminary examination of the relation between person–organization fit and career success. Results provide additional support for the efficacy of the TWA.
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