Seeking to build a deeper understanding of a higher level of hospitality in terms of employee task performance, this study aimed to explore different person–environment (P–E) fit types and the corresponding effects on hotel employees’ emotions and task performance, evaluated by both the employees themselves and their supervisors.
Frequency analysis, reliability analysis, confirmatory factor analysis, correlation analysis and structural equation modeling method.
The results indicated that person–organization fit was associated with emotions toward the organization, the team and the job. However, this study did not provide empirical support for hypotheses that person-team fit affected emotions. Person–job fit was also associated with positive emotions toward the organization and the job, unlike with the team. Organization emotion had positive effects on both task performances, whereas no effect was reported between team emotion and task performances.
The study suggests that hotels’ human resource administrators may want to focus on developing and strengthening P–E fit and emotional responses.
This research illustrates the impact of three types of P–E fit on self-rated and supervisor-rated performance and examines the significant mediating role of three types of emotion.
This work was supported by the Ministry of Education of the Republic of Korea and the National Research Foundation of Korea (NRF-2015S1A5A2A01011875).
Lee, Y.-K., Kim, S.-H., Kim, M.-S. and Kim, H.-S. (2017), "Person–environment fit and its effects on employees’ emotions and self-rated/supervisor-rated performances: The case of employees in luxury hotel restaurants", International Journal of Contemporary Hospitality Management, Vol. 29 No. 5, pp. 1447-1467. https://doi.org/10.1108/IJCHM-08-2015-0441
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