This study explores the role of perceived fit (PE fit) in the newcomer socialization process, focusing on its impact on newcomer adjustment and distal outcomes such as job satisfaction. By distinguishing between person-organization (PO) fit, demand-ability (DA) fit, and needs-supply (NS) fit, the study examines their unique contributions. Longitudinal data from 455 employees at a Japanese electronics manufacturer were analyzed using mediation analysis to assess the relationships between newcomer adjustment, perceived fit, and job satisfaction. The findings show that PE fit mediates the relationship between newcomer adjustment and job satisfaction. While role clarity, task mastery, and social integration positively affect job satisfaction, the influence of role clarity and task mastery becomes insignificant when fit is included, suggesting a more complex relationship between newcomer adjustment and distal outcomes. Further analysis reveals that DA fit and NS fit are positively influenced by all three newcomer adjustment factors, whereas PO fit is not significantly affected by task mastery. Notably, NS fit has an almost threefold stronger impact on job satisfaction than PO fit and DA fit, highlighting its greater importance. These findings underscore the differential roles of PE fit components in the socialization process, suggesting practical implications for organizations seeking to enhance newcomer adjustment and job satisfaction.
