The purpose of the article is to analyze the role of leaders in shaping different
types of employee fit in the workplace. To complete this aim, research of literature
and to‑date empirical studies devoted to this issue was conducted. The key
activities of the leader that increase person–job fit are: modification of work
environment, provision of resources, supporting the subordinates, developing
employee competencies and creating attitudes. Person–team fit can be sustained by way of socialization, building positive group relations and facilitation of
interactions, as well as creating positive organizational climate. In the case of
increasing person–organization fit, it is essential to reinforce identification with
the company and create group cohesion.