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ORIGINAL PAPER
The Role of Person-Environment Fit in Assessing Organizational Attractiveness: Systematic Literature Review
1
Akademia Obrony Narodowej
Submission date: 2026-02-18
Acceptance date: 2026-09-24
Publication date: 2026-10-29
JoMS 2026;67(3):285-305
KEYWORDS
TOPICS
ABSTRACT
Objectives:
The article presents a synthesis and critical analysis of the scientific literature on the relationship between person-environment fit (P-E fit) and organizational attractiveness as an employer. The objective of the study was to identify the mechanisms linking these variables, to delineate dominant thematic clusters, and to uncover research gaps that inform future research trajectories.
Material and methods:
A systematic literature review (SLR) was conducted based on 68 peer reviewed articles retrieved from the Scopus database and published between 1996 and 2025. The selection and synthesis procedures followed a replicable research protocol aligned with the PRISMA framework.
Results:
The findings reveal a pronounced asymmetry within the literature: the dominance of the person-organization fit (P-O fit) perspective has led to the marginalization of other dimensions of P-E fit, such as person-job (P-J), person-supervisor (P-S), and person-group fit (P-G), thereby limiting a multidimensional understanding of the phenomenon. The analysis further demonstrates that fit serves a substantive role as both a moderator and mediator in the process of employer attractiveness assessment, as well as a determinant of attractiveness
Conclusions:
The SLR contributed to the identification of underexplored research areas and the formulation of recommendations emphasizing the need to develop holistic P-E fit models, enhance terminological precision, and advance the examination of psychological mechanisms mediating these relationships across sectors and cultural contexts.
The article presents a synthesis and critical analysis of the scientific literature on the relationship between person-environment fit (P-E fit) and organizational attractiveness as an employer. The objective of the study was to identify the mechanisms linking these variables, to delineate dominant thematic clusters, and to uncover research gaps that inform future research trajectories.
Material and methods:
A systematic literature review (SLR) was conducted based on 68 peer reviewed articles retrieved from the Scopus database and published between 1996 and 2025. The selection and synthesis procedures followed a replicable research protocol aligned with the PRISMA framework.
Results:
The findings reveal a pronounced asymmetry within the literature: the dominance of the person-organization fit (P-O fit) perspective has led to the marginalization of other dimensions of P-E fit, such as person-job (P-J), person-supervisor (P-S), and person-group fit (P-G), thereby limiting a multidimensional understanding of the phenomenon. The analysis further demonstrates that fit serves a substantive role as both a moderator and mediator in the process of employer attractiveness assessment, as well as a determinant of attractiveness
Conclusions:
The SLR contributed to the identification of underexplored research areas and the formulation of recommendations emphasizing the need to develop holistic P-E fit models, enhance terminological precision, and advance the examination of psychological mechanisms mediating these relationships across sectors and cultural contexts.
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