In the present study, we integrate Person-Organization (P-O) fit and Job Demands-Resources theories to argue that P-O fit (i.e., value congruence between person and organization) is a key resource that facilitates the accumulation and activation of situational job resources. We hypothesize that P-O fit strengthens the well-established positive relationship between job autonomy and job performance. Measures of objective P-O fit were obtained for 43 Norwegian naval cadets before embarking on a training mission onboard a sailing ship. During the mission, we measured daily self-reported autonomy as well as peer-rated task and contextual performance for 30 consecutive days. As predicted, the results of multilevel modeling analyses showed that the relationship between daily autonomy and (a) next- (but not same-) day task performance, and (b) next- (and same-) day contextual performance is stronger positive for individuals high (vs. low) in P-O fit. Moreover, effects of the daily autonomy – P-O fit interaction were noticeable on performance several days after. We discuss the theoretical and practical implications of these findings.

在本研究中，我们将人-组织（PO）匹配和工作需求-资源理论相结合，认为PO匹配（即人与组织之间的价值一致性）是促进情境工作资源积累和激活的关键资源。我们假设 PO 契合度加强了工作自主权与工作绩效之间已确立的正相关关系。在开始在帆船上执行训练任务之前，为 43 名挪威海军学员获得了客观 PO 适合度的测量值。在任务期间，我们连续 30 天测量每日自我报告的自主性以及同行评定的任务和情境表现。正如预测的那样，多层次建模分析的结果表明，日常自主权与（a）下一天（但不是同一天）任务绩效之间的关系，(b) 第二天（和同一天）的上下文表现对于 PO 拟合度高（相对于低）的个体而言具有更强的积极性。此外，几天后，日常自主 - PO 适合交互对性能的影响很明显。我们讨论了这些发现的理论和实践意义。