A longitudinal test of the influence of congruence: Job satisfaction, competency utilization, and counterproductive behavior.

The assumption that congruence between workers and jobs results in job satisfaction is fundamental to vocational theory. Evidence that person–job congruence goes with satisfaction is mixed; correlations are often too small to be of practical value. A hypothesis that interest congruence is more closely linked with job satisfaction for workers with clearly defined interests as opposed to workers with poorly defined interests is tested. Hypotheses about other consequences of person–job incongruence—counterproductive behavior, low job involvement, and turnover—also are tested in a predictive study. The hypothesis that differentiation moderates the relation between congruence and satisfaction and other hypotheses about the consequences of incongruence did not receive support, but the results do imply that congruence is a moderately efficient predictor of satisfaction when between-occupation sources of variance are excluded by the research design. (PsycINFO Database Record (c) 2010 APA, all rights reserved)