Strive to fit: Person, vocation, and organization strivings' impact on employee engagement and job performance

Abstract

This study integrates person–environment (P–E) fit theory and the Theory of Purposeful Work Behavior (TPWB) to examine how motivational strivings—achievement, communion, and status—align across personal, vocational, and organizational contexts to predict engagement and job performance. We hypothesize that (a) engagement increases when personal and environmental strivings concurrently increase, (b) engagement is greater when personal strivings exceed corresponding environmental strivings, and (c) engagement mediates the effect of P–E strivings on performance. Using polynomial regression and response surface methodology, we analyze three-wave data from 1188 employees and their supervisors across 98 roles and 83 organizations. Results generally affirmed hypothesized relationships, with person-vocation status striving misfit providing an interesting exception. Implications for understanding differences in work motivation and performance within the TPWB and P-E fit theory are discussed. Together, the results deepen theoretical understanding of how person and environment strivings shape engagement and performance, while offering practical insights for enhancing key work outcomes.