Employees are more likely to thrive when their personal values align with those of their organization, a concept known as person–organization (PO) fit. Research consistently links this alignment to positive outcomes, including reduced stress, increased well-being, stronger commitment, improved performance, and lower turnover intentions. Although PO fit has also been associated with lower burnout, the processes behind this relationship remain less understood, something which the current study (Flatau-Harrison et al., 2025) attempts to change.
THE ROLE OF PERSON-ORGANIZATION FIT
In a long-term study of Belgian employees, researchers explored how PO fit protects employees against burnout. Full-time employees across diverse industries completed surveys at three time points, spaced 2–4 weeks apart, and a total of 147 participants completed all waves.
Findings revealed that higher PO fit predicted lower levels of exhaustion and cynicism over time. The authors found that value alignment fosters trust between employees and employers, which in turn protects against burnout. The researchers also explored the role of job crafting, which occurs when employees are given freedom to tailor their jobs to fit their strengths and interests. In the study, job crafting based on personal interests strengthened the ability of PO fit to protect against exhaustion.
PRACTICAL TAKEAWAYS
These findings highlight the critical role of value alignment and job crafting in protecting employees from burnout. To foster a healthier, more resilient workforce, organizations should consider the following strategies:
- Define and model organizational values. Establish clear, authentic values at the leadership level and ensure they are consistently demonstrated through everyday behaviors, reinforcing their credibility and relevance.
- Align jobs to the organizational culture. Encourage employees to shape their roles to reflect organizational values in addition to personal interests. This will foster a balance between individual fulfillment and business objectives.
- Prioritize value alignment. Hire and promote candidates whose values align with the organization and consider employees’ core motivations—not just their skills—when designing roles.
Flatau‐Harrison, H., Vleugels, W., & De Cooman, R. (2025). Person‐organization fit reduces burnout via organizational trust: The moderating role of job crafting. Journal of Occupational and Organizational Psychology, 98(2).
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