The effects of person-environment fit on job satisfaction and task performance according to personality traits and values: An evaluation in terms of person-job, person-supervisor, person-work group and person-organization fit

The aim of this study is to determine the relationship between different personality traits and task performance and the role of person fit in the workplace and job satisfaction and values in this relationship. In the study, 1328 questionnaires collected online from public and private sector employees were analyzed. According to the results of the study, D personality traits and person-job fit (β = -0,433, p < 0,01), person-manager fit (β = -0,423, p < 0,01), person-workgroup fit (β = -0,432, p < 0,01) and person-organization fit (β = -0,454, p < 0,01) and I personality traits and person-job fit (β = -0,073, p < 0,01), person-manager fit (β = -0,130, p < 0,01) 0,01), person-study group fit (β = -0,095, p < 0,01) and person-organization fit (β = -0,082, p < 0,01) were significant and negative; S personality traits with person-job fit (β = 0,584, p < 0,01), person-manager fit (β = 0,596, p < 0,01), person-workgroup fit (β = 0,614, p < 0,01) and person-organization fit (β = 0,602, p < 0,01) significant and positive relationship was found. On the other hand, there was a significant and negative correlation between D personality traits (β = -0,446, p < 0,01) and I personality traits (β = -0,128, p < 0,01) and task performance; While a significant and positive relationship was detected with S personality traits (β = 0,605, p < 0,01) and C personality traits (β = 0,071, p < 0,01); job satisfaction (β = 0,600, p < 0,01) was found to have a significant and positive effect on task performance.