Abstract
Assertions about congruence in Holland's (1997) theory of careers have been extensively tested, but they have not been tested well. Most tests are flawed because they are cross-sectional, use samples in which most persons have migrated to congruent environments, classify the environment in casual ways, fail to focus on congruence with relevant aspects of the work environment, or have not used accurate assessments of the environment. Because congruence continues to play a central role not only in Holland's theory, but in other theories of person–environment interaction, it is important that congruence research be improved.
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