This dissertation is concerned with investigating the relationship between person-environment fit (P-E fit) and several workplace phenomenon. In particular, close attention is paid to the effects of P-E fit on organizational identification (OID). Other outcomes of interest include the effects of P-E fit on displays of organizational citizenship behavior and levels of employee absenteeism. Person-environment fit is defined as the degree of congruence found between an individual's self-identity and the identity of their employing organization.; More specifically, this investigation compares the usefulness of predicting levels of OID with a measure of P-E fit, defined as identity congruence, with those previously established predictors of OID found in the literature including both individual-level and contextual antecedents. By name these include: organizational tenure, job satisfaction, degree of sentimentality, organizational distinctiveness, organizational prestige, and intraorganizational competition. Data was collected from classified staff members and their supervisors from three community college districts using survey research techniques. Additionally, interviews were conducted with the directors of personnel.; Primarily through the use of correlational analysis it was found that job satisfaction is the best predictor of levels of organizational identification. Neither levels of organizational citizenship behavior or employee absenteeism were found to be mediated by organizational identification as originally hypothesized. The results presented in this study suggest that future research should focus on determining the effects of P-E fit on professional employees rather than trying to use such a concept for understanding phenomenon surrounding blue collar workers. Moreover, it is important to secure organizations that possess strong identities in order to justify any conclusions concerning the degree of fit found between individuals and their work environments.
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