compatibility between the person and the environment can be assessed directly or indirectly, depending on the measure. direct measures of perceived fit are typically used when person-environment fit is conceptualized as general compatibility. these measures ask an individual to report the fit that he or she believes exists. examples of questions in direct measures are “how well do you think you fit in the organization?” or “how well do your skills match the requirements of your job?” an assumption is made such that individuals assess p and e characteristics and then determine how compatible they are. although research has shown that these judgements are highly related to job attitudes (yang et al., 2008), they have been criticized because they confound the independent effects of the person and the environment with their joint effect and do not adequately capture the psychological process by which people compare themselves to the environment (edwards, cable, williamson, lambert, & shipp, 2006).