Figure 1
The diagram illustrates the transition from the Person-Organization Fit (POF) to the Talent-Organization Fit (TOF) perspective. It starts with the definition of POF, highlighting the compatibility between people and organizations. The diagram identifies three gaps in POF: micro-level focus ignoring the conditions of the fit, static view ignoring the temporality of the fit, and limited adaptability ignoring the behavioral mechanisms of the fit. These gaps lead to three theories: Contingency Theory, Career Lifecycle Perspective, and Social Exchange Theory. These theories converge to form the TOF, which views fit as context-dependent, shaped by individual-organization match and broader contingencies. TOF reconceptualizes fit as fluid, evolving as both employees and organizations change over time. It incorporates a constructive and intentional view of fit, sustained through mutual reinforcement.From the POF to the TOF perspective. Source: Authors’ own work