Theory of work adjustment

Here's the theory that finally asks the two-way question: it's not just does this job fit you — it's do you fit the job, and does the job fit you? The Theory of Work Adjustment (TWA), developed by René Dawis and Lloyd Lofquist at the University of Minnesota, is a person-environment correspondence theory, and the exam tests it on one crisp distinction.

TWA says work adjustment depends on an ongoing, reciprocal match between the person and the work environment. It has two sides, and you must keep them straight:

Satisfaction is the employee's view. Does the job meet the worker's needs and values? When the work environment supplies the reinforcers (pay, security, autonomy, recognition) that match the person's needs, the person is satisfied. Satisfaction is about the individual being happy.

Satisfactoriness is the employer's view. Does the worker meet the job's ability requirements? When the person's abilities match what the job demands, the employer judges the worker satisfactory. Satisfactoriness is about the person performing well enough for the organization.

Both conditions matter: tenure — how long someone stays in a job — is best predicted when the person is both satisfied and satisfactory. Lose either one and the fit breaks down (the person quits, or gets let go).

TWA also describes adjustment styles — how people cope when correspondence slips. Flexibility is tolerance for mismatch before acting; activeness is changing the environment; reactiveness is changing oneself; and perseverance is how long one keeps adjusting before giving up.

Clinical Pearl: The one line examiners test is satisfaction vs. satisfactoriness. Satisfaction = the worker is happy (environment meets the person's needs/values). Satisfactoriness = the boss is happy (the person's abilities meet the job's demands). Say it as "satisfaction is mine, satisfactoriness is theirs."