Abstract:
Approaching fit from a new perspective, Dynamical Systems Theory of Groups suggests that fit in organisations can be comprehended through social identity, social networks, and material resources and conditions of the organisational environment. This allows individual differences to be affected by the organisational structure and socialisation, while including also the influence of both internal and external networks that evolve over time.
By examining the cognitive identities and the interpersonal ties in relation to the police organisational environment, this study explored the origin of differences in Person-Environment fit resulting in differences in organisational outcomes, such as career commitment, job satisfaction, organisational commitment, and individual motivation to stay. Thus the critical issue of why some individuals exposed to the same police cultural influences are more committed and unlikely to exit the organisation than others is explored, as a product of individual "lack of fit" with the organisation.
A cross-sectional study using a sample of 375 police employees was employed to test the theory. Although the theory was not successful in predicting intent to leave, the concepts behind DSTG were successful in explaining the results obtained in the study. It seems that the measures and constructs concerning the components need further investigation and refinement before the theory can be reliably used to understand fit. Implications for Police human resource intervention and planning were discussed and future research suggested.
