Basing on cognitive style and person-environment fit theories as on the theoretical framework, this study examines the congruence between the preferred cognitive style of civil servants and their perceptions of cognitive style required by the job environment, and also the significance of that congruence to civil servants’ perceived fit to job requirements. The results of the study suggest that civil servants, who have adaptive cognitive style and think that job environment requires adaptive cognitive style, better fit their requirements.

The aim of the study was to assess the relationships between civil servants’ job satisfaction and individual cognitive styles. Based on Kirton’s adaption i.e., innovation cognitive style theory, this study examines civil servants’ cognitive style and their perceptions of cognitive style required by the job environment. Using person – environment fit theory as the theoretical framework, this study examines the fit between these two styles. Also, exploration of the relationship of this fit with job satisfaction was conducted. Material and methods. The subjects of the study were 168 public service employees. For the assessment of Cognitive Style, Kirton‘s Adaption – Innovation Inventory (KAI) was used. Job Satisfaction was assessed by a ten-point scale – from very dissatisfied (1) to very satisfied (10). In order to test how cognitive styles (i.e., the individual person, the job environment and their interaction) are related to job satisfaction, a regression equation was formed. The employees’ cognitive style and the interaction of employee – job environment cognitive style were of significant predictable value. Regression analysis showed that employees’ cognitive style is the most important predictor for job satisfaction. Results, conclusions. The results of this study suggest that those civil servants, who have an adaptive cognitive style and think that job environment requires an adaptive cognitive style, are most satisfied with the job.