Types of fit in the context of organizational psychology: a systematic literature review

Introduction. The concept of «fit» is a cornerstone in organizational psychology and human resource management research. It defines the compatibility between an individual and various aspects of the work environment, influencing job satisfaction, performance, and organizational commitment. This study aims to systematize and synthesize scientific literature on types of fit within the context of organizational psychology to develop an integrative framework encompassing both traditional and emerging constructs. The methods included a systematic literature review following established guidelines, involving literature analysis, validation of theoretical models, key concept analysis, and data synthesis. Databases such as PsycINFO, Web of Science, Scopus, and Google Scholar were used for the search. The results identified eleven primary types of fit, including Person-Job Fit (P-J Fit), Person-Organization Fit (P-O Fit), Person-Technology Fit (P-T Fit), and Person-Development Fit, etc. Emerging constructs like P-T Fit and Person-Development Fit reflect contemporary workplace challenges, including digital transformation and personalized employee development. Conclusions. The findings underscore the necessity of integrating various fit dimensions into theoretical models and practical HR strategies to enhance organizational effectiveness, employee satisfaction, and professional growth