The Person-Job Fit Scale - psychometric properties for three samples of Greek employees

Sep 18, 2026

Uploaded by Eliana

The Person-Job Fit Scale is examined to evaluate psychometric properties for three samples of Greek employees. The work builds on the Person-Environment fit tradition while distinguishing person-job congruence as fit perceived by individuals with the actual tasks within an occupation. A Global Self-Report framework is described, including item construction, scoring, and initial unifactorial evidence from prior studies, followed by a Greek adaptation using a 32-item questionnaire scored on a Yes–No basis. Analyses focus on item selection and factor structure, supported by tables of loadings and sample characteristics, to discuss the scale’s factorial organization and implications for occupational outcomes and job satisfaction.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages7

Reading Time18 min

AccessFree to download

Method and Procedures

Global Self-Report Measure and Item Construction

Samples and Scoring

Results and Discussion

Item Selection

Factor Structure

The Person-Job Fit Scale: psychometric properties for three samples of Greek employees Kostas Mylonas & Elli Georgiadi The University of Athens, Greece In the literature regarding occupational fit and characteristics, for many years the most employed theory has been the Person-Environment fit of John Holland, which has resulted into several ways of assessment of this fit through the Self-Directed Search (SDS, Holland, 1985a) and other instruments such as the Vocational Preferences Inventory ( VPI, Gottfredson, Jones & Holland, 1993; Holland, 1985b) . There are, however, other attempts to measure similar constructs by devising other ways of person-occupation relationships and person-job congruence. For such attempts, it is the extent of fit perceived by the individual that is assessed, that is, the extent of fit with the actual job that has to be performed within an occupation. This fit is distinguished from the person-organization or the personenvironment fit and has been operationalized by Brkich, Jeffs and Carless in 2002. The same authors, for a sample of professionals and a sample of administrators have managed to connect their Global Self-Report measure of Person-Job Fit with empowerment within occupational activites and specifically with the match of values and beliefs with the work role, and also with job satisfaction, that is, satisfaction with the work itself. Method and Procedures The Global Self-Report Measure of Person-Job Fit consists of 9 items; these items assess a single underlying construct with internal consistency of .92. The authors of the scale arrived at this pool of items through several stages of item selection and item analysis. Interviews were employed at the first stage resulting into 14 items and after item selection through item and factor analysis, the final scale proposed by Brkich, Jeffs and Carless (BJC in short) consists of 9 items, all with loadings of .50 and above. Table 1. The Person-Job Fit Scale (BJC) factorial structure as reported by Brkich, Jeffs and Carless (2002) | Items (7-point Likert scale) | Study 1 loadings
(unifactorial) | Study 2 loadings
(unifactorial) | | --- | --- | --- | | My current job is not really me | .85 | .84 | | This job is not really what I would like to be doing | .84 | .73 | | All things considered, this job suits me | .79 | .87 | | I feel like this is not the right type of work for me | .79 | .75 | | I feel that my goals and needs are met in this job | .76 | .81 | | I find my current job motivating | .72 | .76 | | My abilities, skills, and talents are the right type for this job | .69 | .73 | | I am sure there must be another job for which I am better suited | .68 | .72 | | I am able to use my talents, skills and competencies in my current job | .53 | .65 | | Cronbach 􀀁 coefficients (Brkich, Jeffs, & Carless, 2002) | .92 | .92 | For the version used in this study, cultural differences were taken into consideration and several alternative items were composed for two reasons: a) to serve as possible replacements of original items, in the case that the construct assessed by the original BJC scale was not as clear in the Greek data, and b) to possibly constitute a diverse construct within the scale that might be contradistinctively related to the main Person- Job Fit construct. In all, 23 more items were composed for the Greek version of the BJC scale, thus the questionnaire used in the study consisted of 32 items in all, phrased in a similar fashion with the original scale, placed in random order. Examples of the Greek version complementary items are: "I feel that my skills, talents and abilities are underestimated in my job" and "I feel that I am effective in my job" . All 32 items were scored by the respondents on a “Yes – No” basis. The three samples involved in this study were: 41 taxation officers (31 . 8%), 45 computer users-databank operarors (34 .9%) and 43 university staff members (33 .3%), in all, 129 participants. Most of the

FAQs

What does the Person-Job Fit Scale aim to measure?

It assesses the extent of fit perceived by individuals between themselves and the actual job tasks within an occupation, distinct from person-organization or person-environment fit.

How is the Global Self-Report Measure of Person-Job Fit structured?

The original global self-report measure is described as consisting of 9 items with reported internal consistency, later adapted for the Greek study by expanding to a 32-item questionnaire.

How were items selected and analyzed in the study’s results?

The analysis focused on selecting a final set of items based on their relation to the overall component, variance levels, and correlations with other items, followed by principal component factor analysis with orthogonal rotation.

Sep 18, 2026

Uploaded by Eliana