Mapping and Understanding Employees’ Perceived Personality–Work (Mis)Fit: a Mixed-Method Approach

Although perceived person–environment (P–E) fit has been extensively studied and linked to important workplace outcomes, it has not been examined with the same level of attribute specificity as objective fit. This study addressed that gap by introducing and empirically examining perceived personality–work (mis)fit. Employing a multi-method, multi-informant design with 734 employees and 521 supervisors, we aimed to (a) operationalize perceived personality–work (mis)fit using the too little/too much scale, (b) explore the workplace experiences that shape these perceptions, and (c) examine how they relate to supervisor-rated job performance. We found a high prevalence of perceived misfit, with both deficiency (30%) and excess (42%) commonly reported, while perceived fit was observed across a range of personality trait levels. Thematic analysis revealed that negative experiences associated with perceived misfit extended beyond task performance, encompassing well-being concerns and interpersonal difficulties, with distinct patterns across traits. Finally, perceived personality–work (mis)fit showed modest associations with supervisor-rated job performance. Theoretically, these findings provide insight into how employees experience the fit of their personality at work and highlight the value of examining perceived fit with respect to specific personal attributes. Practically, they inform efforts to better support employees’ fit experiences in the workplace.