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The main objective of this study is to examine the relationship between person-organization fit (P-O fit), job satisfaction (JS), workplace spirituality (WS) and turnover intentions in small and medium-sized enterprises (SMEs) and the moderate role of WS in these relationships.

Research data were collected by cross-sectional data collection methods. The sample contains 242 employees of SMEs in Indonesia. The analytical method used to test research hypotheses is moderate regression analysis.

The results show that P-O fit is an antecedent that can reduce turnover intention. JS has a negative effect on turnover intention and WS has a negative effect on turnover intention. WS moderates the relationship between P-O fit and turnover intention and the relationship between JS and turnover intention.

This study enhances the understanding of the importance of WS in reducing employee turnover intentions. This research also contributes to the research model based on fit theory and social exchange theory.

The practical implication of this research is to improve P-O fit in employees. Managers can manage the right people for the environment and the right environment for the individual. In other words, the organization must choose both. The most basic way to create a P-O fit for employees is to recruit employees suitable to organizational goals because, in general, SMEs rarely have a written vision and mission.

Through the of spirituality in the workplace, employees will experience a sense of meaning and purpose in their work, foster a sense of unity through positive relationships and achieve alignment between personal and organizational values. Consequently, this will diminish the inclination to seek employment elsewhere.

Although turnover intention in employees is considered necessary, there is still minimal research that discusses turnover intention and WS in SMEs. To the authors' knowledge, no one has tested WS on the relationship between PO fit and JS with turnover intention in SMEs.

Corporate social responsibility (CSR) is gaining recognition and value among researchers, academicians and business professionals. Drawing on theories of social identity and person–organisation fit, the present research propounds a model that investigates the role of CSR branding in influencing employee retention.

The paper is based on primary survey data from 348 employees working in organisations in the Indian industrial hubs. The study uses the regression and PROCESS macro model to analyse relationship among study variables.

The study indicated how CSR initiatives could help organisations handle the threat of high turnover storm all over the world, thereby retaining the employees with a high set of skills. Moreover, the paper connotes that employee retention is influenced directly by CSR branding as well as indirectly under the presence of organisational identification and person–organisation fit (mediators).

Results suggest the role of a positive identity and a mutual fit as significant predictors of employee retention. The implications for future research on CSR, employees' stay intentions, employees' identification and value congruence are further discussed in light of the findings.

The novelty of this research insists on shedding light on the indirect mechanisms linking CSR to employee retention that has been overlooked so far, particularly in the Indian setting; studies on an integrated model of organisational identification and person–organisation fit are limited.

Citizens can develop new products in the household sector (HHS), and although HHS innovations are generally valuable to others, they are seldom diffused by the innovator. In order to provide insight for the understanding of this diffusion failure, this article proposes to introduce the vocational and retirement perspective to consider how the innovator's chronological aging affects her diffusion channel selection. Commercial diffusion of HHS innovations allows older adults to continue a work-related identity. And, a satisfying work experience could enhance older adults' reliance on work for self-worth. Therefore, the relationship between the older HHS innovators and their commercial diffusion as well as the moderating effect of their person–organization (P–O) fit on this relationship was examined.

This study referred to the standard procedure and utilized a Japanese consumer panel to identify HHS innovators. The criterion of old age was set to 60+ years old. The hypotheses were tested with ordinary least squares regression analysis. The robustness of our findings was checked by analyzing two restricted samples.

In Japan, older adults are more likely to diffuse their HHS innovators commercially than to peers. This relationship is amplified when the older adults also perceived a P-O fit in their employer firm.

This paper adds to the evidence that older adults can be an important source of innovation. It – for the first time – points out that the vocational and retirement perspective can help researchers consider why a particular diffusion channel is selected and thereby provide insight for understanding when the diffusion failure of HHS innovation is alleviated. The moderating effect of the P–O fit originally suggests the “interdependent life spheres”, that is, older adults' work experience may affect their post-retirement life and their activity in the household sector.

This study develops a measure of anticipated chilly climate for women and provides initial evidence of its validity.

We draw on three studies. Study 1 consisted of three focus groups to gain deeper insights into the meaning of the concept for prospective female jobseekers and generate scale items. In Study 2, we pre-tested job post vignettes (N = 203), refined the scale items and explored the factor structure (N = 136). Study 3 aimed to determine the convergent and discriminant validity of the new scale (N = 224) by testing its relationships with organisational attractiveness, person-organisation fit perceptions and gendered language.

The results show that the anticipated chilly climate is an important concept with implications for applicants’ career decision-making and career growth in the technology industry, where women tend to be underrepresented. Perceptions of anticipated chilly climate comprise expectations of devaluation, marginalisation and exclusion from the prospective employment. The masculine stereotypes embedded in the language of the job posts signalled a chilly climate for both genders, negatively affecting perceptions of fit and organisational attractiveness.

Most previous studies have focussed on the actual experiences of chilly climates in organisations. We extend this body of literature to anticipatory climates and draw on social identity threat theory and signalling theory to highlight that job applicants make inferences about the climate they expect to find based on job ads. Specifically, they may anticipate a chilly climate based on cues from job ads signalling masculine stereotypes. Whilst the literature has emphasised women’s perceptions of chilly climates within organisations, our results show that both genders anticipate chilly climates with detrimental consequences for both organisations and prospective job applications.

During crises, notably the recent COVID-19 pandemic, a heightened sense of urgency has manifested as a catalyst for improvement within organizations. The present study aims to explore the influence of a sense of urgency on individual kaizen performance. Additionally, the study delves into the potential moderating roles of organizational culture in this relationship.

Data samples include 481 employees who are working at Japanese manufacturing companies. SPSS software is used for data analysis, comprising measurement test, correlation and regression analysis.

A sense of urgency was found to predict a higher number of accepted suggestions. Moreover, there is a significant and positive interaction effect of adhocracy culture and a sense of urgency on writing and submitting ideas.

As an initial study that empirically tests the relationship between a sense of urgency and individual kaizen performance, this paper contributes to the literature on kaizen, change management and innovation. It also corroborates previous research on the Person-Organization fit framework.

The literature on workplace ostracism lacks the integration of the antecedents and consequences of ostracism in a single study, hindering a holistic picture of how perceived workplace ostracism (PWO) emerges and subsequently hampering theoretical development and practical intervention. Based on this critical gap, we examine the effect of person-organization unfit and interpersonal distrust as potential antecedents of PWO, which we propose to affect employee silence. Furthermore, we highlight PWO as a mediator linking interpersonal distrust and person-organization unfit to employee silence. In addition, we further investigate the boundary condition of ethical leadership to address when the effect of PWO on employee silence can be potentially mitigated.

Survey data were collected from 242 service industry employees in the United Arab Emirates, and analyzed using PLS-SEM.

Both person-organization unfit and interpersonal distrust lead to PWO, increasing employee silence. Feeling ostracized serves as a mediator, linking interpersonal distrust and person-organization unfit to employee silence. Ethical leadership moderates this, reducing the ostracism’s impact on silence, showcasing its value in mitigating harmful workplace dynamics.

The study is useful for organizations and managers as it illustrates the causes and consequence of PWO and provides practical solutions.

This study is one of the scarce endeavors to holistically investigate workplace ostracism by testing its antecedents and consequence in a single model. Furthermore, it explores person-organization unfit as a novel antecedent of PWO.

Our proposed machine learning model contributes to improving the quality of Hire by providing a more nuanced and comprehensive analysis of candidate attributes. Instead of focusing solely on obvious factors, such as qualifications and experience, our model also considers various dimensions of fit, including person-job fit and person-organization fit. By integrating these dimensions of fit into the model, we can better predict a candidate’s potential contribution to the organization, hence enhancing the Quality of Hire.

Within the scope of the investigation, the competencies of the personnel working in the IT department of one in the largest state banks of the country were used. The entire data collection includes information on 1,850 individual employees as well as 13 different characteristics. For analysis, Python’s “keras” and “seaborn” modules were used. The Gower coefficient was used to determine the distance between different records.

The K-NN method resulted in the formation of five clusters, represented as a scatter plot. The axis illustrates the cohesion that exists between things (employees) that are similar to one another and the separateness that exists between things that have their own individual identities. This shows that the clustering process is effective in improving both the degree of similarity within each cluster and the degree of dissimilarity between clusters.

Employee competencies were evaluated within the scope of the investigation. Additionally, other criteria requested from the employee were not included in the application.

This study will be beneficial for academics, professionals, and researchers in their attempts to overcome the ongoing obstacles and challenges related to the securing the proper talent for an organization. In addition to creating a mechanism to use big data in the form of structured and unstructured data from multiple sources and deriving insights using ML algorithms, it contributes to the debates on the quality of hire in an entire organization. This is done in addition to developing a mechanism for using big data in the form of structured and unstructured data from multiple sources.

Organizational wicked problems are ill-defined phenomena arising in complex environments with intertwined and evolving interests. This paper aims to use a nonlinear epistemological approach to explore how multiple management decision tools work together to form configurational paths to deal with organizational wicked problems and to propose some heuristic toolkits for tackling them.

Based on interviews with 53 senior executives dealing with 62 organizational wicked problems, this paper uses grounded theory to construct an antecedent theoretical framework and then uses qualitative comparative analysis (QCA) to conduct configuration analysis on the strategy portfolios that can tackle organizational wicked problems.

This paper used grounded theory to identify six theoretical dimensions as management decision tools for dealing with organizational wicked problems: change adaptation, goal performing, administration, mechanical integration, organic integration and entrepreneuring. In addition, this paper used QCA to explore and propose three heuristic toolkits – synergy oriented, institution oriented and innovation oriented – as multiple equivalent paths to help deal with organizational wicked problems.

This paper uses configuration analysis instead of the net effect analysis of the traditional econometric method and captures multiple antecedent conditions for decision-makers to deal with organizational wicked problems from a holistic perspective. This paper constructs three heuristic toolkits and matches each of them with the most suitable type of organizational wicked problem, constructing a complete research chain of “identifying–tackling” the organizational wicked problem and providing a reference for organizations facing similar situations in future practice.

Drawing on the signaling theory and technology acceptance model, the main purpose of this study was to predict prospective employees' intentions to apply for jobs in a firm, with a special focus on the mediating role of attitudes toward corporate websites and the moderating role of perceived value fit.

Collecting data from a convenient sample of 318 prospective job candidates, the research hypotheses were tested using structural equation modeling (SEM) with AMOS (version 24) and SPSS Process Macro (version 3.4).

The test results revealed that prospective employees' attitudes toward corporate websites partially mediate the association of corporate reputations, perceived ease of use and perceived usefulness with their intentions to apply for jobs in an organization. Noticeably, perceived value fit moderated the perceived usefulness–application intentions link in such a way that the impact of perceived usefulness on intentions to apply appears higher for individuals with a low level (than a high level) of perceived value fit.

Consistent with the research findings, a notable theoretical contribution and practical implications for HR professionals have been discussed. This paper ends with outlining some limitations and future research directions.

Despite having the salient buffering effects of perceived value fit on the applicant attraction process, empirical study on this theoretical phenomenon is still sparse in a pre-employment context. This may be the first study that demonstrates under what circumstances prospective employees' job pursuit intentions could be optimized in respect of their perceived value fit within a single framework comprised of two theories.

This study aims to investigate the impact of emotional intelligence on work engagement by exploring the mediating roles of self-efficacy and psychological empowerment in this relationship.

Using the survey method, data were collected through both physical and online means. The final sample comprised 304 teachers working in elementary, middle and high schools. Structural equation modeling (SEM) analysis, utilizing IBM Amos version 26, was employed to assess the hypothesized model.

The study's results revealed that emotional intelligence does not exert a direct impact on work engagement. Additionally, self-efficacy was not found to mediate the relationship between emotional intelligence and work engagement. However, psychological empowerment emerged as a mediating factor in this context. Furthermore, self-efficacy and psychological empowerment concurrently demonstrated significant mediation of the relationship between emotional intelligence and work engagement.

The findings underscore the significance of teachers' emotional intelligence, suggesting that it can have profound implications for their work engagement through the mediating mechanisms of self-efficacy and psychological empowerment. Educational principals and administrators are encouraged to prioritize the enhancement of teachers' psychological empowerment, recognizing it as a pivotal link between teachers' emotional intelligence and work engagement.

This study contributes to the field by comprehensively examining the mediating roles of self-efficacy and psychological empowerment, addressing prior empirical gaps, and enriching the understanding of how emotional intelligence influences work engagement within the educational sphere.