What is spillover in the context of organization fit?

In the context of organizational fit, spillover refers to how the experiences and perceptions individuals have about their workplace can significantly influence their beliefs and attitudes toward the organization itself. When there is a good fit between an individual’s values, skills, and the organization's culture or environment, it can lead to positive outcomes such as increased job satisfaction and organizational commitment. Conversely, a poor fit may result in negative experiences that affect beliefs about the organization, potentially leading to disengagement or attrition. This concept highlights the interconnectedness of employee experiences within their work environment and how these experiences shape overall perceptions of the organization.

The other options, while related to the general effects of work experiences, do not directly capture the essence of spillover as it pertains specifically to the influence of an individual's experiences within the workplace on their overall impression and beliefs about the organization. For instance, while the impact of job satisfaction on personal life does relate to how work can affect life outside of the workplace, it does not specifically address the feedback loop of experiences shaping organizational perceptions. Similarly, the effects of environment on individual characteristics and negative work experiences leading to attrition also touch upon broader themes related to work experiences, but they do not capture the specific dynamic of fit influencing beliefs about the organization.