 (1974, 1982) differentiated subjective fit, which are the match between P and E as they perceived by employees, from the objective fit, which is the match between P and E as distinct from the person's perception.Up until the 1990s, studies using indirect measures of the person and environment typically operationalized fit by combining the measures into a single index representing the difference between the person and environment (Edwards, 1991; Kristof-Brown et al., 2005).Despite their intuitive appeal, difference scores are plagued with numerous conceptual and methodological problems, such as reduced reliability, conceptual ambiguity, confounded effects, untested constraints, and reducing an inherently three-dimensional relationship between the person, the environment, and the outcome to two dimensions (Cronbach, 1958; Edwards, 1994; Johns, 1981).