Personality–job fit theory identifies six personality types and explores job satisfaction and turnover. There are cultural implications for person–job fit that speak to workers’ expectations that jobs will be tailored. In individualistic countries where workers expect to be heard and respected by management, increasing person–job fit by tailoring the job to the person increases the individual’s job satisfaction.

However, in collectivistic countries, person–job fit is a weaker predictor of job satisfaction because people do not expect to have a job tailored to them, so they value person–job fit efforts less. Therefore, managers in collectivistic cultures should not violate cultural norms by designing jobs for individuals. Rather, they should seek people who will likely thrive in jobs that have already been structured.