Culture Fit in the Workplace: What It Is and Why It’s Important

Culture Fit in the Workplace: What It Is and Why It’s Important

 What is cultural fit in the workplace? Dr. Kerry Schofield explains why company culture is important to your success and the happiness of your employees.

We all know that people differ in their personalities, attitudes, and values. For example, some people like to spend their free time doing extreme sports, while others would rather don a Sith costume and attack their friends with lightsabres at a science fiction convention. However, what many don’t realize is that individual differences aren’t just for playtime – an understanding of our individual personality is profoundly important in maximizing our happiness and productivity at work!

We spend a third of our lives at work, and in our fast-paced world, people are moving around from job to job more frequently, seeking a company that allows them to maximize their potential, earn more money, or achieve a better work-life balance. For some, all of these factors will be equally important, while others will prioritize them differently. Whatever our priorities, work feeds into many different aspects of our lives – it influences our self-identity, self-esteem, and opportunities for personal growth. If work was just about making money, it wouldn’t matter so much where we worked – but for most of us, it’s about far more than that. This is where cultural fit comes into play. But what exactly is cultural fit?

Culture Fit in the Workplace

Organizational psychology guru Adrian Furnham offers this definition in his seminal academic textbook, “The Psychology of Behaviour at Work” (which I highly recommend… despite the fact that he graduated from Oxford’s Pembroke College, deadly rivals to my own college, Christ Church):

“A fit is where there is congruence between the norms and values of the organization and those of the person.” P.116

A very simple example of how an individual’s personality might determine their preferences at work is shown in the following diagram (adapted from Furnham, 2012):

How to Hire for Company Culture Fit



The scale on the vertical axis shows the preference of each of the two personality types – introvert and extravert – for open plan versus separate cubicle offices. The introvert, who likes peace and quiet to get on with his or her work, strongly prefers the comforting seclusion of separate cubicles, and dislikes the noise and activity of the open-plan office. The higher the person’s introversion score, the stronger their preference for the separate cubicles. On the other hand, the extravert, who works best around other people, shows the opposite pattern – the more extraverted a person is, the more strongly they prefer the open-plan office.

So if the introvert ends up in an organization that only uses open-plan offices – or, even worse, expects all employees to attend riotous parties every weekend – this would be an example of poor fit, or strain. An extravert in the same environment would have a much higher level of positive cultural fit. Of course, it isn’t nearly that simple. Nobody is just an introvert or just an extravert – every human being is a complex mix of interacting personality traits, all influencing each other.

Why is Culture Fit Important?

Back in 1975, an organisational psychologist named John Morse conducted a study of the effect of congruence – fit between personality and organisation – and employees’ self-ratings of competence. He split employees into two groups: one group was placed in a job using the usual procedure of the time, which did not involve any kind of psychometric testing. The second, experimental group was placed in a job which suited their particular personality (like our Maverick or Go-Getterwere given more ambiguous roles, whereas those with a low tolerance for change (like our Rock or Technician) were placed in more routine, stable positions. The result? Those in ‘congruent’ jobs which matched their personality reported feeling more competent. In other words, positive cultural fit can improve our self-esteem and make us feel more capable of carrying out our work to the best of our ability.

The High Cost of Bad Management

Good cultural fit is associated with many more positive outcomes too. A 2005 meta-analysis by Kristof-Brown reported that employees who fit well with their organization, coworkers, and supervisor:

  • Had greater job satisfaction
  • Identified more with their company
  • Were more likely to remain with their organization
  • Were more committed
  • Showed superior job performance

Studies of cultural fit across many countries have also found a relationship between cultural fit and mental and physical health – so if your job fits your personality, you’re less likely to exhibit signs of depression, anxiety and the like, and you might live longer. The average correlation between good cultural fit and these positives outcomes is about 0.43, which means that cultural fit accounts for nearly half the variance between employees in job satisfaction!

Culture Fit: Vital for the Hiring Process

Not only the company benefits, of course. Friends and family of someone who has a good fit to their workplace get a happier, more fulfilled person who doesn’t annoy them by constantly whining about how much they hate their job (although they still might annoy them by constantly squeeing about how much they love their job!)

The really big beneficiary, however, is society itself. The more happy, fulfilled people there are in a society, the stronger that society becomes. If organizations take an individual differences approach, assessing and taking into account the specific personalities and values of their employees, everyone benefits. Those benefits are more than worth the extra effort and initial outlay. Giving people more control over their lives, more personal freedom to be the best they can be, is crucial in building a happier, freer, more fulfilled, and more productive environment for everyone.

Tech Industry Workplace Culture Quantified


Dr. Kerry Schofield heads up the UK component of Good.Co’s science team and is one of the key designers of the psychometric model, contributing more than a decade of research in experimental psychology and statistics. A chartered psychologist, consultant statistician, and researcher in the field of individual differences, Kerry graduated from the University of Oxford in 2003 with a degree in experimental psychology, followed by an MSc in research and statistics and a PhD in experimental psychology, which she completed in 2010.

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