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The purpose of this study was to assess the body characteristics (body size, garment sizes worn, shape and body satisfaction) of Ethiopian young adult female consumers and their effects on garment fit satisfaction and fit preferences of ready-to-wear garments such as T-shirts, blouses/shirts, skirts and jeans trousers.

Through a structured questionnaire, 418 usable responses were collected from young female university students. One-way analysis of variance (ANOVA) and multivariate ANOVA (MANOVA) were used to examine differences in garment fit satisfaction with the body characteristics of the respondents. Moreover, a multiple regression analysis was used to determine the effect of body characteristics and fit satisfaction on fit preferences in four of the ready-to-wear garments.

The body shapes of above half of the respondents were either bottom hourglass or spoon. The respondents were somewhat dissatisfied with the fit of the ready-to-wear garments, and above 70 per cent of them faced fit problems on average. BMI showed significant fit satisfaction differences in four of the garments, while garment sizes worn were significant only in skirts. However, no statistically significant difference was obtained with body shape. The effect of body characteristics and fit satisfaction on fit preferences was found significant in T-shirts and jeans trousers. The respondents preferred looser shirts and skirts irrespective of their body characteristics.

The paper is unique in comprehensively examining the relationship between body characteristics and garment fit satisfaction and their effects on fit preferences in selected garments in the context of female consumers in a developing country.

This paper aims to analyze the medical uniform wearers’ needs by surveying the current medical uniform sizing system and issues, and to evaluate fit satisfaction level of medical uniform wear by gender with scrub shirts, pants and coats.

Research was conducted using a quantitative questionnaire, and the respondents’ data results were analyzed using SPSS.

The distinguished difference from the medical uniform and daily wear was that the medical garments’ sizing system had only alphabet sizing options, and the wearing ease was larger than that of daily wear. Fabric preferences included the combination of “stretch fabrics + non-stretch fabrics”. All male respondents’ satisfaction levels were reported higher than those of female respondents. Respondents were the least satisfied with the pants, followed by the shirts, and the coat in that order. As the current medical uniform has been developed based on the male figure, there were significant needs overall for improving the fit of the female medical uniform.

The study quantified fit satisfaction levels to suggest specific improvements that should be made to the design and fit of the female pants along with the coat using new comfortable textiles to achieve better performance for all medical staff.

This research specifically evaluated fit satisfaction levels of the medical uniform provided by hospital institutions in Ohio, attempting to suggest improvements for future medical uniform and design development to increase overall fit satisfaction.

Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model.

Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated.

The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported.

The question of causality cannot be determined because of the cross-sectional research design; self-report is a necessary strategy for the assessment of subjects’ appraisals. However, it requires some caution in interpreting the results.

The findings offer a better understanding of the way P-O fit is able to affect job satisfaction. Actions designed to promote P-O fit may be useful in reducing employees’ stress and result in higher job satisfaction. To enhance the relationships between P-O fit and employees’ job satisfaction through supervisor support, supervisors should develop a positive form of reciprocation by helping employees to solve the real problem they are facing.

No previous studies have investigated influencing factors of employees’ satisfaction from the perspective of individual and organizational interfaces.

The purpose of this paper is to assess tall women's satisfaction with the fit and style of apparel for tall women.

A total of 75 US women, who were at least 5 feet 8 inches and between 18 and 54 years old, were asked to rate their level of satisfaction with misses‐size and tall‐size apparel, in general, and with seven garment categories (jackets/blazers/coats, button‐up blouses, pullover tops/sweaters, skirts, jeans, pants, lingerie).

T‐tests revealed that participants were more satisfied with the fit of tall‐size apparel than with the fit of misses‐size apparel, but were more satisfied with the style of misses‐size than with the style of tall‐size apparel. In addition, participants most frequently used the misses‐size designation to purchase clothing and rated style as more important than fit. Despite reported dissatisfaction with the fit of misses‐size apparel, participants appeared willing to sacrifice fit to have the desired styles.

The study was limited to US women in Southwestern Virginia. Thus preferences affected by regional product offerings may be reflected in the responses.

The paper provides discussion on implications of mass customization in resolving the conflict tall women report between the desire for properly fitting apparel and the desire for current style trends.

No existing empirical research has examined tall women's satisfaction with products specifically designed for their special anthropometric and style preference needs. This research serves as the foundation for extending research for the market segment from an applied and basic research approach.

The purpose of this study is to explore fit problems, satisfaction and preferences of Ethiopian male consumers of ready-made garments (shirt, polo shirt, sweater and khaki and jeans trousers) and highlight the need for a domestic standard garment size chart.

Using a structured questionnaire, 405 usable responses were collected from consumers in four cities (Bahir Dar, Kombolcha, Dessie and Addis Ababa) based on convenience sampling. Moreover, the pattern-making methods of 12 domestic garment manufacturing companies were investigated. One-way analysis of variance and multivariate analysis of variance were used to examine differences in fit satisfaction with age, body size and shape. Multiple regression was used to test hypotheses.

The participants were mostly neither satisfied nor dissatisfied with the fit of the garments irrespective of their age, body size and shape. While age was found to be insignificant, apparel sizes worn and body shape were found to be significant predictors of fit type in most garments. It was also found that most of the domestic garment manufacturing companies use the knock-off method for pattern making, which results in a bad fit as the basic garment for the knock-off is constructed based on other countries’ standards.

This study investigates the fit problems and preferences of ready-made garments in the context of consumers in a developing country. Moreover, it has a contribution in considering men’s body shape in the analysis of fit preferences. The results have implications for developing domestic standard garment size charts to improve fit satisfaction.

The present study examined the relationships between P‐O fit, job satisfaction, perceived job mobility, and intent to turnover. It was hypothesized that job satisfaction mediated the P‐O fit‐intent to turnover relationship and that perceived job mobility moderated the job satisfaction‐intent to turnover relationship such that the combined effect of high job dissatisfaction and high perceived job mobility predicted intent to turnover.

Data were obtained utilizing a field survey from a sample of 205 full‐time employed adults working in two geographic regions in the USA. Participants completed an HTML‐based web survey that contained measures of the constructs of interest to this study.

Mediated and moderated regression analyses revealed statistical support for the hypothesized relationships, which were interpreted as evidence that P‐O misfit and job dissatisfaction do not necessarily lead to intent to turnover.

The potential for common method variability was present in the study, the impact of which could either attenuate or inflate estimated statistical relationships.

While P‐O fit researchers typically associate misfit with decreased job satisfaction and increased turnover, the present research suggests that intervening variables, such as job mobility, influence employee intentions to turnover.

The phenomenon of misfit is understudied in larger context of P‐O fit; thus this research represents one of the first studies in this area of research.

The purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).

The authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.

Perceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.

More research is needed to identify predictors of organizational fit perceptions among police officers.

Findings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.

The authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

Integrating the Stimulus-Organism-Response model, the spillover theory and the person-organization fit literature, this study investigates how internal marketing spills over its effects from the work domain to nonwork domains.

Data of 279 hotel employees working in the US were collected from a self-administered survey via Amazon Mechanical Turk.

Findings support the direct effects of internal marketing on job performance and job satisfaction, and of job satisfaction on life satisfaction. Moreover, results show the mediating roles of perceived person-organization fit, highlighting the mechanism by which internal marketing generates its spillover effect from the work domain to the life domain.

This study advances the conversation on employee-organization behaviors by revealing how internal marketing could lead to job satisfaction, job performance and life satisfaction. These insights reflect the true interconnection of human work and life. For hospitality employees’ well-being, this study encourages managers to simultaneously adopt and integrate the five functional activities of internal marketing (i.e. communication, compensation, welfare system, training and management support) in organizational operations.

Virtual garment fit will be an important determinant for the online purchase decision of consumers in the near future. Therefore, the purpose of this study was to develop a conceptual model to explore the factors that might impact consumers’ virtual garment fit satisfactions (VFS).

Virtual body satisfaction (VBS), acceptance of the virtual try-on technology and virtual fabric properties were examined as factors that would potentially impact consumers’ VFS. Forty-five women, from 18 to 35 years old, were recruited for the study. Participants were scanned by using a 3D body scanner and their scans were used for virtual try-on. Seven circular skirts with different fabric properties were created by using a commercial 3D simulation software. Participants evaluated the fit of these virtual skirts on their own virtual bodies. Participants’ VFSs and their correlations with VBSs, acceptance of virtual try-on technology and virtual fabric properties were analyzed by Pearson’s correlation test.

Participants’ VBSs at hips were correlated fairly good with their VFSs (r = 0.50, N = 180, p < 0.01) and their acceptance of virtual try-on technology was weakly correlated to VFSs (r = 0.24, N = 180, p < 0.01). However, no significant correlation was found between virtual fabric properties and participants’ VFSs.

This study did not examine the ideal beauty notion, which may affect consumers’ expectations about how the garments should fit on them. Another limitation was the use of a single skirt design as a stimulus.

Studies that explore virtual garment fit often measure the garment ease or the virtual fabric tension and ignore consumer perspective, which is essential for online purchase decision. This study is unique as it prioritizes consumers’ perspectives.

Using person–job fit, congruence and conservation of resources theories as the theoretical underpinnings, the purpose of this study is to propose and test a research model that investigates work-family conflict and family–work conflict as mediators of the impact of person–job fit on work engagement. The model also examines the mediating role of work engagement in the relationship between conflicts in the work–family interface and life satisfaction.

Data gathered from frontline hotel employees two weeks apart in three waves in Romania were utilized to assess the abovementioned relationships via structural equation modeling.

Two directions of conflict act as partial mediators between person–job fit and work engagement. Work engagement fully mediates the relationship between work–family conflict and life satisfaction, while it functions as a partial mediator of the effect of family–work conflict on life satisfaction.

This paper contributes to current knowledge by investigating the interrelationships of person–job fit, two directions of conflict, work engagement and life satisfaction.