Despite a relatively large body of academic literature on the subject, important questions remain regarding the general fit between a person and his/her environment (P-E fit) as well as person-organization fit (P-O fit). More specifically, one area that has been relatively unexplored is the relationship between P-O fit and total rewards systems. The minimal research that has been conducted on the subject seems to support a link, but details are lacking.
Despite a relatively large body of academic literature on the subject, important questions remain regarding the general fit between a person and his/her environment (P-E fit) as well as person-organization fit (P-O fit). More specifically, one area that has been relatively unexplored is the relationship between P-O fit and total rewards systems. The minimal research that has been conducted on the subject seems to support a link, but details are lacking.
Based on these research results, it is reasonable to conclude that P-O fit is related to the importance of and employee satisfaction with the total rewards package. That is, employees who perceive themselves as sharing common values with their organizations place greater value on and are more pleased with the types of rewards packages their organizations offer. Employees who perceive themselves as having different values than their organizations place less importance on, and are less likely to be satisfied with, their total rewards packages.
