Comparison and Evaluation of How Employees with Strong Versus Weak P-O Fit Respond to Transformational Changes in Organizational Structure or Culture

Abstract

This study examines how employees with strong versus weak person-organization (P-O) fit respond to transformational changes in organizational structure or culture. P-O fit, defined as the alignment between an individual’s values, goals, and beliefs with those of the organization, significantly influences workplace behavior and adaptability. Drawing on a sample of employees from diverse industries undergoing structural or cultural transformations, this research employs a mixed-methods approach. Findings reveal that employees with strong P-O fit demonstrate higher adaptability, engagement, and resilience, while those with weak P-O fit are more prone to resistance, stress, and turnover intentions. These findings offer practical implications for change management strategies and organizational alignment initiatives.