مقایسهٔ روش‌ها

	Person-Organization Fit	مقیاس سنجش فرهنگ سازمانی
حوزه	رفتار سازمانی	رفتار سازمانی
خانواده	Latent structure	Process / pipeline
سال پیدایش	1996	1999
پدیدآور	Amy L. Kristof; Amy Kristof-Brown, Ryan Zimmerman & Erin Johnson	Kim S. Cameron and Robert E. Quinn
نوع	Value-congruence measurement and fit model	Behavioral framework assessment
منبع بنیادین	Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49.	Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (3rd ed.). Jossey-Bass. ISBN: 978-0-470-65014-1
نام‌های دیگر	P-O Fit, PO Fit, Value Congruence, Person-Environment Fit	Cameron-Quinn OCAI
مرتبط	3	4
خلاصه	Person-organization (P-O) fit is the organizational-behavior construct describing the compatibility between an individual and the organization they work for, most often operationalized as the congruence between personal and organizational values. Amy Kristof's 1996 integrative review consolidated a scattered literature into a coherent framework, distinguishing supplementary fit (sharing the same characteristics) from complementary fit (each party supplying what the other needs) and separating perceived from actual congruence. Cable and Judge's 1996 work showed that value congruence shapes job-choice decisions and organizational entry, and that subjective fit perceptions predict attitudes above objective profile similarity. Kristof-Brown, Zimmerman, and Johnson's 2005 meta-analysis quantified the consequences across fit types, finding P-O fit a strong correlate of satisfaction, commitment, and intent to stay. Together these works made fit a measurable, predictive construct rather than a loose metaphor. P-O fit now anchors research on recruitment, socialization, and turnover.	The Organizational Culture Assessment Instrument (OCAI) is a 24-item diagnostic tool that identifies dominant organizational culture types based on the Competing Values Framework (CVF). Developed by Kim S. Cameron and Robert E. Quinn, the OCAI measures cultures across four archetypes: Clan, Adhocracy, Market, and Hierarchy.