Predictive Validity of Person-Environment Fit on the Hiring Desirability of Software Engineers

Person-environment (P-E) fit, particularly in recruitment, has gained significant attention, expanding beyond the traditional focus on job-applicant compatibility to include alignment with team and organizational dynamics. Despite its importance, there is no consensus on how to effectively measure this fit, which limits its predictive power for employee outcomes. This quantitative correlational study addressed this gap by examining the predictive validity of congruence between candidates’ psychological characteristics and various facets of the work environment among software engineers. Drawing on Schneider’s attraction-selection-attrition model, the study examined congruence at multiple levels (candidate-team, candidate-leader, and candidate-role) and its influence on hiring desirability. Secondary data from European software companies were analyzed using binary logistic regression to assess congruence in personality traits, values, and interests. Established instruments such as the IPIP-NEO-120, 18-REST, Organizational Culture Profile, and the Great Eight competencies framework were used for data collection. The results indicated that congruence, especially in values and personality traits, plays a significant role in hiring decisions, while other factors, such as interests, show a weaker influence. Employers hiring software engineers may benefit from the results of this study, which has potential implications for positive social change that include refining hiring strategies, enhancing workforce alignment, and fostering more positive, long-term employment relationships.