適配領域的新趨勢著重在考量時間觀點與變動觀點的動態結構，然而，適配研究中學者對不適配定義的不一致，以及不適配研究的缺乏，使得在動態結構下適配度的概念化仍然模糊不清。因此，本研究以質性研究法訪問八位受訪者，藉由受訪者回顧不適配情境的適配敘事進行分析，並得出回應不適配的心理歷程及回應不適配的變動模式兩個研究發現。透過整合研究發現後，本研究提出動態觀點下回應不適配的心理歷程概念圖，並將此歷程分為三個階段：困難、思考以及形成適配觀點或工作觀。另外，在階段之間存在逃避、消極思考
及積極思考等三種變動軌跡。本研究發現在經歷不適配情境時，個體會經由這些軌跡發展出回應不適配的獨特心理路徑。這些結果彌補過往研究對動態視角下不適配的理解，並釐清了不適配的定義，以及支持除了二元觀點外存在其他適配類型的論點。

The emerging trend in the field of fit research focuses on the dynamic features
of the construct, taking into consideration the perspectives of time and change.
However, the lack of consensus among scholars regarding the definition of misfit
and the limited research on misfit have led to a conceptual ambiguity surrounding
how to measure fit within dynamic structures. Therefore, this study employed a
qualitative research approach to conduct interviews with eight participants, analyzing their narratives of responding to misfit situations, in order to identify two main research findings: the psychological process of responding to misfit and the
patterns of change in responding to misfit. By integrating these research findings,
this study presents a conceptual map of the psychological process of responding to
misfit in a dynamic context, which is divided into three stages: difficulty, thinking, and the formation of fit perspectives or work values. Additionally, three trajectories of change, namely avoidance, negative reflection, and positive reflection, were identified between these stages. The study reveals that individuals develop unique psychological pathways in responding to misfit through these trajectories when experiencing misfit situations. These findings contribute to a deeper understanding of misfit from a dynamic perspective, clarify the definition of misfit, and support the argument that besides the binary perspective, other types of fit exist.

Ashforth, B. E., & Schinoff, B. S. (2016). Identity under construction: How individuals come to define themselves in organizations. Annual Review of Organizational Psychology and Organizational Behavior, 3, 111-137.
Bayl-Smith, P. H., & Griffin, B. (2018). Maintenance of DA fit through work adjustment behaviors: The moderating effect of work style fit. Journal of Vocational Behavior, 106, 209-219.
Boon, C., & Biron, M. (2016). Temporal issues in person–organization fit, person–job
fit and turnover: The role of leader–member exchange. Human Relations, 69(12), 2177-2200.
Cable, D. M., & Parsons, C. K. (2001). Socialization tactics and person‐organization fit. Personnel psychology, 54(1), 1-23.
Caplan, R. D. (1983). Person-environment fit: Past, present and future. Stress research.
Chatman, J. A. (1989). Improving interactional organizational research: A model of
person-organization fit. Academy of management Review, 14(3), 333-349.
Chuang, A., Hsu, R. S., Wang, A.-C., & Judge, T. A. (2015). Does West “fit” with
East? In search of a Chinese model of person–environment fit. Academy of Management Journal, 58(2), 480-510.
Cooper-Thomas, H. D., Van Vianen, A., & Anderson, N. (2004). Changes in person–
organization fit: The impact of socialization tactics on perceived and actual P–O
fit. European Journal of Work and Organizational Psychology, 13(1), 52-78.
Deng, H., Wu, C. H., Leung, K., & Guan, Y. (2016). Depletion from self‐regulation: A
resource‐based account of the effect of value incongruence. Personnel psychology, 69(2), 431-465.
Edwards, J. R., Cable, D. M., Williamson, I. O., Lambert, L. S., & Shipp, A. J. (2006). The phenomenology of fit: linking the person and environment to the subjective experience of person-environment fit. Journal of applied psychology, 91(4), 802.
Gabriel, A. S., Diefendorff, J. M., Chandler, M. M., Moran, C. M., & Greguras, G. J.
(2014). The dynamic relationships of work affect and job satisfaction with perceptions of fit. Personnel psychology, 67(2), 389-420.
George, J. M., & Jones, G. R. (2000). The role of time in theory and theory building.
Journal of management, 26(4), 657-684.
Harrison, D. A. (2007). Pitching fits in applied psychological research: making fit
methods I-‘it theory. Perspectives on organizational fit, 389.
Hoffman, B. J., & Woehr, D. J. (2006). A quantitative review of the relationship
between person–organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389-399.
Jansen, K. J., & Shipp, A. J. (2019). Fitting as a temporal sensemaking process: Shifting trajectories and stable themes. Human Relations, 72(7), 1154-1186.
Judge, T. A., & Ferris, G. R. (1992). The Elusive Criterion of Fit in Human Resources
Staffing Decisions. Human Resource Planning, 15(4).
Kooij, D. T., van Woerkom, M., Wilkenloh, J., Dorenbosch, L., & Denissen, J. J. (2017). Job crafting towards strengths and interests: The effects of a job crafting
intervention on person–job fit and the role of age. Journal of applied psychology, 102(6), 971.
Kristof-Brown, A., & Guay, R. P. (2011). Person–environment fit. In APA handbook of
industrial and organizational psychology, Vol 3: Maintaining, expanding, and 31
contracting the organization. (pp. 3-50). American Psychological Association.
Kristof-Brown, A. L., & Billsberry, J. (2012). Organizational fit: Key issues and new
directions. John Wiley & Sons.
Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences OF
INDIVIDUALS'FIT at work: A meta‐analysis OF person–job, person– organization, person–group, and person–supervisor fit. Personnel psychology, 58(2), 281-342.
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel psychology, 49(1), 1-49.
McCormick, E. J., Jeanneret, P. R., & Mecham, R. C. (1972). A study of job characteristics and job dimensions as based on the Position Analysis Questionnaire (PAQ). Journal of applied psychology, 56(4), 347.
Meyer, J. P., Hecht, T. D., Gill, H., & Toplonytsky, L. (2010). Person–organization
(culture) fit and employee commitment under conditions of organizational change: A longitudinal study. Journal of Vocational Behavior, 76(3), 458-473.
Shipp, A. J., & Jansen, K. J. (2011). Reinterpreting time in fit theory: Crafting and
recrafting narratives of fit in medias res. Academy of management Review, 36(1), 76-101.
Simmering, M. J., Colquitt, J. A., Noe, R. A., & Porter, C. O. (2003). Conscientiousness, autonomy fit, and development: A longitudinal study. Journal of applied psychology, 88(5), 954.
Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process. Journal of applied psychology, 100(3), 880.
Tepper, B. J., Dimotakis, N., Lambert, L. S., Koopman, J., Matta, F. K., Man Park, H., & Goo, W. (2018). Examining follower responses to transformational leadership
from a dynamic, person–environment fit perspective. Academy of Management Journal, 61(4), 1343-1368.
Van Vianen, A. E. (2018). Person–environment fit: A review of its basic tenets. Annual Review of Organizational Psychology and Organizational Behavior, 5, 75-101.
Vleugels, W., De Cooman, R., Verbruggen, M., & Solinger, O. (2018). Understanding
dynamic change in perceptions of person–environment fit: An exploration of competing theoretical perspectives. Journal of Organizational behavior, 39(9), 1066-1080.
Vleugels, W., Tierens, H., Billsberry, J., Verbruggen, M., & De Cooman, R. (2019).
Profiles of fit and misfit: A repeated weekly measures study of perceived value
congruence. European Journal of Work and Organizational Psychology, 28(5), 616-630.
Vleugels, W., Verbruggen, M., De Cooman, R., & Billsberry, J. (2023). A systematic
review of temporal person‐environment fit research: Trends, developments, obstacles, and opportunities for future research. Journal of Organizational behavior, 44(2), 376-398.
Vogel, R. M., Rodell, J. B., & Sabey, T. B. (2020). Meaningfulness misfit: Consequences of daily meaningful work needs–supplies incongruence for daily engagement. Journal of applied psychology, 105(7), 760.
Wang, M., Zhan, Y., McCune, E., & Truxillo, D. (2011). UNDERSTANDING NEWCOMERS’ADAPTABILITY AND WORK‐RELATED OUTCOMES: TESTING THE MEDIATING ROLES OF PERCEIVED P–E FIT 32 VARIABLES. Personnel psychology, 64(1), 163-189.
Wheeler, A. R., Coleman Gallagher, V., Brouer, R. L., & Sablynski, C. J. (2007). When
person‐organization (mis) fit and (dis) satisfaction lead to turnover: The moderating role of perceived job mobility. Journal of managerial psychology, 22(2), 203-219.
Wilk, S. L., & Sackett, P. R. (1996). Longitudinal analysis of ability‐job complexity fit and job change. Personnel psychology, 49(4), 937-967.
Yu, K. Y. T. (2009). Affective influences in person–environment fit theory: Exploring
the role of affect as both cause and outcome of PE fit. Journal of applied psychology, 94(5), 1210.
Yu, K. Y. T. (2013). A motivational model of person-environment fit: Psychological
motives as drivers of change.