Search results

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.

Firstly, this study diagnosed professional competence amongst Chinese vocational students within a broad range of the manufacturing sectors; then, the authors examined how different types of P-E fit (job, organisation and vocation) and internship quality jointly shape the newly acquired professional competences of interns.

This study utilised the COMET methodology to conduct a large-scale assessment of professional competence amongst 961 graduates from vocational colleges who had successfully completed internships. Participants actively engaged in the data collection process by responding to questionnaires that sought contextual information concurrently.

The majority of students have attained fundamental functional competencies, indicating their fulfillment of basic requirements. However, there is a tendency to overlook the cultivation of shaping competence. Three types of P-E fit and task characteristics are positively correlated with professional competence. The indirect relationship between P-E fit and professional competence mediated by task characteristics was verified through P-V fit and P-J fit except for P-O fit. Overall, the model explains 39.2% of the variance in professional competence.

“How to promote professional competence” has been highlighted as an important topic in vocational education. This paper contributes to identify the characteristics of a quality internship program for vocational colleges and firms. These insights are important in considering a student-centred approach, design internships programmes that better fit their own abilities, needs and vocations, avoiding a one-size-fits-all approach to implement internships and thus, enhance students' professional development.

The aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation mechanism mobilizing person–job (P–J) fit and affective organizational commitment as mediators.

The relationships were examined using the Hayes (2013) serial mediation model. A time-lag approach was adopted, with data collected from managers aged 50 and over working in the French banking sector (N = 204).

The empirical results show that the P–O fit is both directly and indirectly related to retirement intentions through P–J fit and affective organizational commitment. Nevertheless, the study’s findings show the explanatory power of the authors’ antecedents to predict the two types of retirement considered in this study.

By considering retirement in its plurality this study extends prior research models by examining the mechanisms through which P–O fit influences different retirement intentions.

The purpose of this paper is to explore the relationship between different categories of person–environment (P–E) fit and two types of retirement intentions (i.e. full retirement and bridge employment).

Data were collected from a convenience sample of 357 executives aged 50 and over, employed in French private sector companies. Hypotheses were tested using structural equation modeling.

Perceptions of value congruence at vocational level and needs and supplies fit at organizational and job levels were positively related to the intention to hold bridge employment after retirement. The fit between older worker’s abilities and job demands was positively related to the two types of retirement intentions.

The complexity of retirement transition is taken into account with the introduction of two types of retirement intentions. P–E fit is shown to be an antecedent of career intentions after retirement.

Organizational psychologists and human resource management (HRM) practitioners often have to select the “right fit” candidate by manually scouting data from various sources including job portals and social media. Given the constant pressure to lower the recruitment costs and the time taken to extend an offer to the right talent, the HR function has to inevitably adopt data analytics and machine learning for employee selection. This paper aims to propose the “Quality of Hire” concept for employee selection using the person-environment (P-E) fit theory and machine learning.

The authors demonstrate the aforementioned concept using a clustering algorithm, namely, partition around mediod (PAM). Based on a curated data set published by the IBM, the authors examine the dimensions of different P-E fits and determine how these dimensions can lead to selection of the “right fit” candidate by evaluating the outcome of PAM.

The authors propose a multi-level fit model rooted in the P-E theory, which can improve the quality of hire for an organization.

Theoretically, the authors contribute in the domain of quality of hire using a multi-level fit approach based on the P-E theory. Methodologically, the authors contribute in expanding the HR analytics landscape by implementing PAM algorithm in employee selection.

The proposed work is expected to present a useful case on the application of machine learning for practitioners in organizational psychology, HRM and data science.

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.

The purpose of this paper is to describe four experiments evaluating post-production enhancement techniques with facial composites mainly created using the EFIT-V holistic system.

Experiments 1-4 were conducted in two stages. In Stage 1, constructors created between one and four individual composites of unfamiliar targets. These were merged to create morphs. Additionally in Experiment 3, composites were vertically stretched. In Stage 2, participants familiar with the targets named or provided target-similarity ratings to the images.

In Experiments 1-3, correct naming rates were significantly higher to between-witness 4-morphs, within-witness 4-morphs and vertically stretched composites than to individual composites. In Experiment 4, there was a positive relationship between composite-target similarity ratings and between-witness morph-size (2-, 4-, 8-, 16-morphs).

The likelihood of a facial composite being recognised can be improved by morphing and vertical stretch.

This paper improves knowledge of the theoretical underpinnings of these facial composite post-production enhancement techniques. This should encourage acceptance by the criminal justice system, and lead to better detection outcomes.

This study presents data and discusses the relationship between occupational stress and organization theory for school administrators. Classical organization theory, focusing upon organizations as primarily bureaucratic in nature, and person‐environment P‐E fit theory, viewing the employee within the context of a work environment, are two broad theoretical frameworks that serve as bases for analysis and discussion. The objectives of the study follow: to report descriptive data about perceived levels of occupational stress, sources of stress, symptoms and coping strategies for building administrators from differing school settings; to provide comparisons between dependent variables of stress for specific independent variables such as school level and type; to apply organization theory to explain differences and relationships among variables; and to present a conceptually sound basis for further research on stress in education. A factorial ANOVA was used to test for main effect differences for the group dependent means for perceived occupational stress and the independent variables of level of school and school type. Several discriminant analyses were performed to determine the nature of discriminant functions for the dependent variables. Theoretically, highly bureaucratic schools should exhibit less stress than less bureaucratic schools. This was not supported. Person‐environment fit theory was better able to predict levels of perceived stress for school administrators.

Adopting a person-environment (P-E) fit approach, the purpose of this paper is to examine the role of emotional labour, segmentation/integration and social support in the development of work-home conflict.

Mental health professionals (n=118) completed the work-home conflict and home-work conflict scales (Netemeyer et al., 1996), the segmentation preferences and supplies scales (Kreiner, 2006) and the Mann Emotion Requirements Inventory (Mann, 1999). A social support checklist was also developed to assess the perceived value of work and non-work sources of support.

Contrary to expectation, emotional labour was associated with lower levels of work-home conflict. There was no evidence found for the relevance of a P-E fit approach, rather the results indicated that the perception that the organisation supports the separation of work and home is sufficient in ameliorating work-home conflict. In addition, work-based support was found to reduce work-home conflict.

The importance of support within the work environment as a way of reducing work-home conflict has been highlighted. That is, providing a safe environment to discuss anxieties and concerns is a fundamental factor when developing organisational support structure. The importance of providing professionals with choice regarding their preference to segment or integrate work and home has also been highlighted. Based on the contradictory findings with regards to emotional labour and work-home conflict, future research should aim to further examine this relationship within a forensic psychiatric setting.

This is the first research paper to explore the role of emotional labour, segmentation/integration and social support in the development of work-home conflict.

The paper provides a detailed description of standard procedures for constructing facial composites. These procedures are relevant to forensic practice and are contained in the technical papers of this special issue; the purpose of this paper is also to provide an expanding reference of procedures for future research on facial composites and facial-composite systems.

A detailed account is given of the interaction between practitioner and witness for producing a facial composite. This account involves an overview of the Cognitive Interview (CI) and the Holistic CI (H-CI) techniques used to obtain a description of the face of an offender (target); the authors then describe how this information is used to produce a composite from five popular face-production systems: Sketch, PRO-fit, Electronic Facial Identification Technique (E-FIT), EvoFIT and EFIT-V. An online annex is also made available to provide procedural information for additional composite systems.

The work is valuable to forensic practitioners and researchers as a reference for interviewing techniques (involving a CI or an H-CI) and using facial-composite systems.

The authors provide an accessible, current guide for how to administer interviewing techniques and how to construct composites from a range of face-production systems.