Vocational interest researchers have long held that individuals will be satisfied when their interests match the characteristics of their work environments. Yet, meta-analyses have found little relationship between interest fit and overall job satisfaction. Notably, studies underlying past meta-analyses shared common limitations. They rarely accounted for unique forms of misfit (environmental excess and deficiency) or differences between fit at low and high levels of the person and environment variables. Accounting for these limitations, we extend fit theory to suggest the interest fit – job satisfaction relationship is sometimes asymmetric, is dependent on the nature of the fit comparison (subjective fit or “accuracy of self-assessment”), may change across RIASEC interests, and that job satisfaction increases for fit from low to high levels of the person and environment variables. We used polynomial regression and response surface methodology to evaluate fit effects across two large samples. Results suggest misfit asymmetry often exists for interests and job satisfaction and the form of asymmetry may change across fit comparisons and interests. Moreover, job satisfaction sometimes increased for fit from low to high levels of the person and environment variables. These findings largely differ from the constraints imposed by single-index fit measures characterizing much of past interest fit research. Instead of following a supplementary fit model, interests better follow a complementary fit theory—needs-supplies fit.

职业兴趣研究人员长期以来一直认为，只要个人兴趣与工作环境的特征相匹配，就会感到满足。然而，荟萃分析发现兴趣契合度和总体工作满意度之间几乎没有关系。值得注意的是，过去的荟萃分析所依据的研究具有共同的局限性。他们很少考虑到不适合的独特形式（环境过剩和不足）或人与环境变量的高低适应程度之间的差异。考虑到这些局限性，我们通过拟合理论来提出兴趣拟合–工作满意度关系有时是不对称的，取决于拟合比较的性质（主观拟合或“自我评估的准确性”），可能会随着RIASEC利益而变化，并且工作满意度从低到高的人员和环境变量水平提高。我们使用多项式回归和响应面方法来评估两个大样本之间的拟合效果。结果表明，不适当的不对称通常存在于利益和工作满意度方面，并且不对称的形式可能在适合的比较和兴趣之间发生变化。而且，工作满意度有时会因人和环境变量的低到高而适应。这些发现与以往针对大多数兴趣拟合研究的单一指标拟合度量所施加的约束条件大不相同。利益更好地遵循补充拟合理论（需求-供应拟合），而不是遵循补充拟合模型。我们使用多项式回归和响应面方法来评估两个大样本之间的拟合效果。结果表明，不适当的不对称通常存在于利益和工作满意度方面，并且不对称的形式可能在适合的比较和兴趣之间发生变化。而且，工作满意度有时会因人和环境变量的低到高而适应。这些发现与以往针对大多数兴趣拟合研究的单一指标拟合度量所施加的约束条件大不相同。利益更好地遵循补充拟合理论（需求－供应拟合），而不是遵循补充拟合模型。我们使用多项式回归和响应面方法来评估两个大样本之间的拟合效果。结果表明，不匹配的不对称性通常存在于兴趣和工作满意度方面，并且不匹配的形式可能会在适合度比较和兴趣之间发生变化。而且，工作满意度有时会因人和环境变量的低到高而适应。这些发现与以往针对大多数兴趣拟合研究的单一指标拟合度量所施加的约束条件大不相同。利益更好地遵循补充拟合理论（需求－供应拟合），而不是遵循补充拟合模型。工作满意度有时会因人和环境变量的低到高而增加。这些发现与以往针对大多数兴趣拟合研究的单一指标拟合度量所施加的约束条件大不相同。利益更好地遵循补充拟合理论（需求－供应拟合），而不是遵循补充拟合模型。工作满意度有时会因人和环境变量的低到高而增加。这些发现与以往的许多兴趣拟合研究所特有的单一指标拟合度量所施加的约束条件大不相同。利益更好地遵循补充拟合理论（需求－供应拟合），而不是遵循补充拟合模型。