Which term defines the congruence experienced when job factors align with personal characteristics?

The term that defines the congruence experienced when job factors align with personal characteristics is "person/job fit." This concept is crucial in human resource management and organizational behavior, as it emphasizes the relationship between an individual's attributes—such as personality, skills, and values—and the requirements and environment of a specific job. When there is a strong person/job fit, employees are likely to experience higher job satisfaction, increased performance, and lower turnover rates because their personal characteristics resonate well with the job demands and organizational culture.

This alignment also facilitates better team dynamics and fosters a more engaged workforce. In contrast, when there is poor fit, it can lead to dissatisfaction and can hinder both individual and organizational performance. Understanding person/job fit helps HR professionals in the recruitment and selection process, aiding in the identification of candidates who would thrive in the organization.

The other terms presented relate to different concepts. "Job congruence" might suggest alignment but does not specifically focus on the person aspect. "Selection criterion" refers to the standards used to evaluate candidates, while "work compatibility" may imply a general agreement between a person and their work but doesn't capture the depth of the person/job fit concept.