“Person-Organization Fit is the congruence of an individual’s
        beliefs and values with the culture, norms, and values of an
        organization."  (http://www.buildaninterview.com/the_value_of_person_organization_fit.asp)  P-O Fit is most often measured in terms of the
        congruence between a set of work-related values held by a
        candidate and the culture of an organization.

 It makes perfect sense that the greater the fit between
        the values of an individual and those of the organization, the more
likely they will be to remain with that organization. There has been
        a good deal of scientific research that has provided support for
        this relationship. An understanding of the hard costs associated
        with turnover makes the idea of increased fit an attractive
        proposition.

An understanding of an individual’s work values relative to those
        of groups within the organization can also have value that goes
well beyond the selection process. This type of data can be very
useful for optimizing the configuration of work groups and teams,
        as well as helping to evaluate the suitability of an individual for
        promotion into a new area within the organization.

Use P-O Fit data to compliment P-J Fit data. Both of
        these types of information can have lots of value to
        organizations. In fact, because they address different
aspects of job performance, they can actually provide a
        situation in which the whole is greater then the sum of its
        parts in terms of making hiring decisions. As always, it’s
        important not to use P-O Fit data as the sole criteria when
making hiring decisions. Good hiring decisions should always
        be based on multiple sources of information.

Use fit to optimize teams when making internal
        assignments. One of the greatest things about P-O Fit
        data is that is has lots of value for helping organizations
        determine which individual is the best choice for an internal
        assignment. An inventory of values collected during the
        hiring process can be used to help ensure that an employee
        is not assigned to a work group that has a culture that is
        not in line with their values. This type of evaluation can
        have a major impact on the productivity of work groups
        within the organization.

Organizations choosing to include P-O Fit in their hiring process
        stand to benefit from both tangible outcomes such as reduced
turnover and less tangible, but no less important, outcomes —
such as increased commitment to the organization and its mission.

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 By matching the right personality with the right company workers can achieve a better synergy and avoid pitfalls such as high turnover and low job satisfaction. Employees are more likely to stay committed to organizations if the fit is ‘good’.

http://en.wikipedia.org/wiki/Personality%E2%80%93job_fit_theory

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http://en.wikipedia.org/wiki/Person-environment_fit

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http://www.tamu.edu/faculty/bergman/kristoff1996.pdf

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http://www.ijbssnet.com/journals/Vol_2_No_21_Special_Issue_November_2011/25.pdf

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