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The purpose of this study was to examine the relationship between career adaptability and career resilience. Alongside, the mediating role of career-management fit was also tested on the relationship between career adaptability and career resilience.

Cross-sectional data were collected from the employees of higher-education institutes via an online survey questionnaire. The partial least square structural equation modeling (PLS-SEM) technique using the SmartPLS application was employed for the data analyses.

Results showed that career-management fit positively mediates the relationship between career adaptability and career resilience. Further, a direct positive relationship between career adaptability and career resilience was also substantiated.

Theoretical implications, managerial implications, study limitations and future research directions are also discussed.

The authors put forward the field by probing the developmental strategy for career resilience. This is because, in academics, career-resilient individuals can better contribute towards academic growth and can also maintain a good life balance (Mishra and McDonald, 2017). Hence, this study, to the best of the authors’ knowledge, is the first to investigate the career-management fit as a pathway bridging career adaptability and career resilience.

Does the simultaneous vertical and horizontal alignment of HR systems positively impact innovation? The authors use the “innovation value chain” model to explore the interplay between the central strategic human resource management concepts of vertical and horizontal fit of HR systems and their role in positively impacting product innovation management.

The authors use the findings from a case study of a large multinational organization in the high-tech sector for the present study. In the first phase, the authors analyse responses to 20 qualitative interviews with senior business and HR executives at the organization using the grounded theory approach. In the second phase, the authors analysed six years of performance ratings and salary data for 4,500–5,500 employees.

Phase 1 of the study established the importance of innovation management as a strategic priority and the role of vertical and horizontal fit of HR systems and practices in positively impacting innovation management. Phase 2 reinforced the findings from Phase 1 by demonstrating the vertical and horizontal fit of the performance and compensation management processes towards furthering innovation management. Our study findings suggest that both forms of fit boost innovation management and interact to reinforce each other mutually, magnifying their respective positive effects towards improving innovation management.

While past studies have generally focused on the isolated role of either the HR system or that of a bundle of HR practices on innovation, the present study empirically demonstrates the simultaneous role of vertical and horizontal fit of HR systems and practices in furthering innovation management. The authors use interviews with senior executives and objective performance and salary data to provide the first experimental evidence of the mechanism of the interplay between the two forms of fit.

The purpose of this paper is to focus on the fit between intellectual capital (IC) and knowledge management (KM) strategy and its impacts on firm performance.

Based on the fit view, the authors posit that firms can enhance performance by aligning the structure of their IC with KM strategy, as reducing the extent to which their actual IC profile deviate from the “ideal” profile when implementing certain type of KM strategy. Using survey data collected from 328 high technology firms in China, the authors tested the research model.

The more fit a firm’s IC is to its KM strategic type, the better operational and financial performance it can achieve.

The sample of high technology firms in China might limit the generalization of the findings. Nonetheless, this study is based on and extends prior research, which provides a deepened understanding of the role of IC-KM strategy fit in organizational settings.

The paper suggests that firms should adjust their IC according to KM strategy they employ. According to the findings, managers can selectively develop IC to achieve performance goals under certain type of KM strategy.

As one of the first studies to investigate the relationship among IC, KM strategy and firm performance in a holistic way, it indicates that the IC-KM strategy fit can be a novel explanation for performance variances through the alignment of knowledge-based capability and strategy.

This paper focuses on the concept of fit as a topic of research. The concept of fit has been viewed as an internal consistency among key strategic decisions or the alignment between strategic choices and critical contingencies with the environment (external), organization (internal), or both (external and internal). A number of research perspectives or approaches related to fit are presented.Research design problems are discussed: definition of terms, theoretical issues, and empirical issues. Emphasis is on how key variables or dimensions of fit are defined and measured in research.

A six-celled matrix is proposed as a conceptual scheme to distinguish different perspectives of fit and to portray congruence relationships more accurately. The matrix includes three common dimensions: strategy, organization, and environment. The matrix also suggests two levels of strategy—corporate or business—and three domains of fit—external, internal, or integrated. These suggest different research perspectives for the study of fit. Examples from the literature are provided to illustrate and support this conceptual scheme. Finally, implications for management and furtherstudy are outlined.

This paper aims to describe a new measure of employee motivational fit, namely the Genos employee motivation assessment (GEMA), its predictive validity and use in learning and organizational development activities.

Within three different organizations, employees completed GEMA via an online web survey system. Correlation analyses were then performed with a series of job performance and employee engagement data.

Motivational fit (i.e. the degree of alignment between what an individual is motivated by and experiences in their work), within four areas measured by GEMA (namely, role fit, management fit, team fit, and organization fit), were found to be associated with average predictive validity correlation coefficients equal to 0.46, .073, 0.67, and 0.52, respectively.

Statistical analyses at the individual level would be beneficial in future research. Additionally, whether motivational fit can be improved via learning and/or organizational development interventions, and whether such improvement leads to corresponding improvements in performance and engagement remains to be determined.

Intervention initiatives designed to improve motivational fit need to be designed and tested. The findings of this study suggest that successful interventions may result in improvements in job performance and employee engagement.

This paper will be of interest to professionals in recruitment, learning and organizational development interested in the improvement of job performance and employee engagement. This is the first study to examine the validity of GEMA scores and to propose the potential use of motivational fit as an intervention medium to improve these areas.

Miles and Snow’s (1978) model posits that organizational performance is dependent upon the degree of consistency (fit) that managers establish between organizational and environmental elements. However, different interpretations of the concept of fit coexist in the literature. We argue that in this model, consistency can be defined as a pattern of “equivalent covariance”, which is operatively created through the use of confirmatory factor analysis. The form of fit as covariance leads to the view of “configuration as quality”, in that the basic subject is the study of the interrelationships among organizational and environmental elements. The concept of fit as covariance is decidedly different from the traditional concept of fit as difference, which regards configuration as a typology or taxonomy. The covariance perspective of configurational theory is underused; for this reason, we apply this analytical perspective to a sample of 229 companies. The empirical results confirm that consistency positively influences organizational performance.

Drawing on the concept of fit, this paper aims to propose a knowledge management (KM) fit model within which KM strategy, IT strategy, and HRM strategy are coaligned and to empirically test this model with empirical data.

Data for hypotheses testing are collected from top‐ranked companies in Taiwan; yielding 161 valid samples. Performance implications of fit are examined using multiple perspectives with covariation and matching approaches.

The findings show that the holistic perspective of fit as covariation supports the fit relationships on business performance. In addition, with the reductionistic perspective of fit as matching, the findings also show their bivariate relationships have significant impacts on business performance.

A successful KM project must take various attributes into account, to ensure a positive outcome. In such a context, organization, process, human resources, and IT are thought to be the key elements and enablers for best KM practices. Thus, cogitating and integrating various factors related to the KM area are considered by researchers to be the most important tasks. However, fit mechanism is a dynamic process. The authors suggest that future research should adopt a longitudinal view to deal with the dynamic changes that may occur in fit operations.

There has been little attempt to explore KM issues by using multiple perspectives to examine the performance implications of fit on business performance. Thus, the authors posit that performance measuring in growth and profitability are affected by fit among these three KM‐related strategies.

This paper aims to develop a conceptual foundation of a fit between top management teams (TMTs) and their company’s corporate strategy. The authors fortify the importance of the concept of fit if the impact of upper echelons on organizational performance is trying to be explained. Yet, a constitutive concept of fit for the corporate strategy, a particularly important dimension of strategy, was previously neglected.

In a conceptual/theoretical approach, the authors selected demographic managerial characteristics from previous empirical studies from the research stream on upper echelons and combined them with other promising characteristics. To analyze them in respect to the requirements of low and highly diversified companies, the authors applied the concept of the dominant logic, an important theory in the field of corporate strategy.

The authors establish two distinct profiles of TMT members for low and high degrees of diversification and provide guidance on how to measure the TMT-corporate strategy fit – for individual TMT members and for the entire TMT – as a degree of fit on a ratio scale.

This work constitutes the first exhaustive concept of a TMT-corporate strategy fit. It provides a profound research foundation for scholars in the field of TMTs and the upper echelons theory as well as a promising and complementary perspective for practitioners when assessing their TMT composition.

The purpose of this paper is to explore the fit between process standardization and international management strategy of multinational corporations (MNCs) by assessing the compatibility between process standardization and corporate structural characteristics in terms of asset configuration and headquarters-subsidiary relationships.

First, after a literature review on MNCs’ strategy and process standardization, the study suggests two propositions on the fit between corporate international management strategy and process standardization. Second, to empirically examine the propositions, the study investigates the outcome of process standardization in three cases with different strategic and structural contexts. Third, using the propositions and empirical findings, the study proposes a framework for aligning process standardization with MNCs’ structural characteristics.

Process standardization has a higher degree of fit in MNCs pursuing global integration where process standardization parallels the need for coordinating interdependencies in the functional structure, and is consistent with the headquarters’ operational control over the subsidiaries. Process standardization has a lower degree of fit in MNCs seeking local responsiveness as process standardization disturbs the financial control relationship between the headquarters and subsidiaries and is less crucial for coordination as the subsidiaries contain the necessary coordination mechanisms.

The study provides in-depth understanding of how the international management strategy and consequent structural characteristics of MNCs affects process standardization in the course of a global enterprise resource planning implementation. The study proposes conditions of fit for aligning process standardization with asset configuration and headquarters-subsidiary relationships of an MNC.

This study proposes a methodology based on data source triangulation to measure the “strategic fit” for the automotive supply chain.

At first, the authors measured the responsiveness of the Indian automobile supply chain, encompassing the top ten major automobile manufacturers, using both sentiment and conjoint analysis. Second, the authors used data envelopment analysis to identify the frontiers of their supply chain. The authors also measured the supply chain's efficiency, using the balance sheet. Further, the authors analyzed the “strategic fit” zone and discussed the results.

The results indicate that both the proposed methods yield similar outcomes in terms of strategic fitment.

The study outcomes facilitate measuring the strategic fit, thereby leveraging the resources available to align. The methodology proposed is both easy to use and practice. The methodology eases time and costs by eliminating hiring agencies to appraise the strategic fit. This valuable method to measure strategic fit can be considered feedback for strategic actions. This methodology could also be incorporated possibly as an operative measurement and control tool.

Data triangulation meaningfully enhances the accuracy and reliability of the analyses of strategic fit. Data triangulation leads to actionable insights relevant to top managers and strategic positioning of top managers within a supply chain.