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Article
Publication date: 16 November 2020

Sarah Bankins, Maria Tomprou and ByeongJo Kim

Although the physical environment provides an important context for employees' work, there remain divergent findings regarding how different spatial settings, such as more…

Abstract

Purpose

Although the physical environment provides an important context for employees' work, there remain divergent findings regarding how different spatial settings, such as more open or more closed workspaces, impact employees. Employing research on the functions of the physical work environment, we contribute to a growing body of research on employees' interactions with their workspace by developing and measuring the notion of person–space fit (P-S fit). This construct affords examination of the multi-dimensional nature of employees' interactions with their workspaces, to understand how their perceived fit with the key functions of their workspace impacts their experiences and social network activity at work.

Design/methodology/approach

We first develop a new P-S fit scale and test its factorial, convergent, discriminant, and incremental validity over other person–environment fit concepts (N = 155). Next, in a naturally-occurring, quasi-field experiment of a workspace change intervention moving employees from predominantly closed workspace to more open workspace (N = 47 pre-move; N = 37 post-move), we examine how changes in both workspace layout and P-S fit impact workers' experiences of their workspaces (needs for task privacy and spaciousness) and collaborative behaviors (social network activity).

Findings

Our P-S fit scale consists of theoretically and empirically validated dimensions representing fit with four workspace functions: aesthetic fit; identity fit; instrumental fit; and collaboration fit. Instrumental fit is positively associated with experiences of task privacy, whereas aesthetic fit and identity fit positively associated with experiences of spaciousness, but no forms of fit were related to social network activity. However, the findings show that work-related social network ties tended to decrease, and new ones were less likely to form, in open office spaces.

Originality/value

Contributing to a growing body of research linking person–environment fit literature to workspace design, this study offers a new scale assessing P-S fit and provides some empirical evidence of its importance for understanding the complexity of the employee-work environment interaction.

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Article
Publication date: 27 October 2020

Ibeawuchi K. Enwereuzor, Lawrence E. Ugwu and Ebele E. Nnadozie

The purpose of this paper is to examine how the quality of a subordinate's relationship with his or her direct supervisor influences the subordinate's psychological…

Abstract

Purpose

The purpose of this paper is to examine how the quality of a subordinate's relationship with his or her direct supervisor influences the subordinate's psychological well-being and to examine the moderating role of person-supervisor (P-S) fit between these two variables.

Design/methodology/approach

The sample for this study consists of 418 academic employees of two federal universities. Relationship quality, P-S fit, psychological well-being and demographics were self-reported by the participants using existing scales. Hypotheses were tested with partial least squares-structural equation modelling (PLS-SEM) using SmartPLS 3.2.8.

Findings

Results of the PLS-SEM showed that the positive relationship between relationship quality and psychological well-being was moderated by P-S fit, such that the relationship was stronger when P-S fit was low rather than high.

Research limitations/implications

The small number of homogeneous sample size of university academic employees may not be representative of the general population of such employees within the country.

Practical implications

The findings highlight the importance of taking into account the complex interplay between relationship quality and P-S fit when optimising employee's psychological well-being is the focus.

Originality/value

To the best of the authors’ knowledge, we are not aware of any studies that have examined the moderating role of P-S fit between relationship quality and subordinate's psychological well-being in the university context.

Details

Personnel Review, vol. 50 no. 5
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 15 October 2020

Mervat Mohamed Elsaied

This study aimed to examine the effect of inclusive leadership (IL) on job embeddedness (JE) by developing a moderated mediation model. The model focuses on the mediating…

Abstract

Purpose

This study aimed to examine the effect of inclusive leadership (IL) on job embeddedness (JE) by developing a moderated mediation model. The model focuses on the mediating role of the organizational identification (OID) that underpins the relationship between IL and JE, as well as the moderating influence of person–supervisor fit (P–S fit) on the mediation.

Design/methodology/approach

Data were collected from 364 employees working in 25 five-star hotels in Hurghada, Egypt. Statistical methods such as hierarchical regression, correlation analysis and a bootstrapping test were used to analyze the data.

Findings

The results indicated that OID fully mediated the positive relationship between IL and JE. It also found that P–S fit moderated the mediated relationship between IL and JE via OID. This resulted in the mediated relationship becoming stronger for employees who perceive higher P–S fit rather than who perceive lower P–S fit with their leaders.

Originality/value

This study is the first to consider the effect of OID (a mediator) on the relationship between IL and JE. It also extends our understanding of the mechanism linking IL and JE by testing the mediating influence of OID and the moderating influence of P–S fit.

Details

American Journal of Business, vol. 35 no. 3/4
Type: Research Article
ISSN: 1935-5181

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Article
Publication date: 22 November 2018

Kumar Roopak, Sushanta Kumar Mishra and Ekta Sikarwar

Drawing from the literature on person–environment fit and proactive personality, the purpose of this paper is to empirically examine whether congruence between the…

Abstract

Purpose

Drawing from the literature on person–environment fit and proactive personality, the purpose of this paper is to empirically examine whether congruence between the proactive personality of a leader and his/her follower is facilitative/inhibitive of creativity of the follower.

Design/methodology/approach

Data were collected in two waves from 355 followers and 36 corresponding leaders working in a large manufacturing company in India. Hypotheses were tested using polynomial regression analysis and response surface method.

Findings

The results indicate that leader–follower congruence in proactive personality is more likely to encourage followers’ creativity. Moreover, leader–follower congruence at higher levels of proactive personality showed higher levels of followers’ creativity than when dyads are congruent at lower levels.

Practical implications

Findings suggest that human resource management in organizations should consider matching leaders’ proactive personality with that of followers’ to foster employee creativity. This is critical from the perspective of recruitment and dyad formulation for jobs that demand creativity.

Originality/value

Research examining why and how congruence in personal characteristics between a leader and his/her follower foster followers’ creativity is at best scant. The study is a novel attempt to examine the effect of congruence in leader–follower proactive personalities on workplace creativity of the follower.

Details

Personnel Review, vol. 48 no. 2
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 23 May 2018

Ahmed Abdalla, Ahmed Elsetouhi, Abdelhakim Negm and Hussein Abdou

The purpose of the paper is to fill gaps in the existing fit and turnover intention (TI) literature by investigating a more comprehensive model, in which TI is proposed to…

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Abstract

Purpose

The purpose of the paper is to fill gaps in the existing fit and turnover intention (TI) literature by investigating a more comprehensive model, in which TI is proposed to be influenced by the interplays of three multidimensional types of fit including, person-organization (P-O) fit, person-group (P-G) fit, and person-job (P-J) fit.

Design/methodology/approach

Participants were selected from different specializations within Mansoura University medical centers, where each medical center was represented proportionately within the sample. Data were collected using self-administered questionnaires. Questionnaires were provided to 850 employees who agreed to participate. Of the 850 questionnaires distributed, 385 were valid and complete (n=385). Partial least squares analysis was utilized for the analyses.

Findings

Results showed that P-O fit, P-G fit, and P-J fit were positively related to each other and negatively related to TI. Furthermore, the negative relationship between P-O fit and TI is partially mediated by P-G fit and P-J fit.

Originality/value

The present study simultaneously examines the multidimensional effects of different fit perceptions on TI. In doing so, we identify which of the fit perspectives influence TI more intensely. Moreover, the authors advance current insights by investigating the mediating roles of P-G fit and P-J fit in the relationship between P-O fit and TI.

Details

Personnel Review, vol. 47 no. 4
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 6 August 2019

Khaled Lahlouh, Delphine Lacaze and Richard Huaman-Ramirez

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…

Abstract

Purpose

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).

Design/methodology/approach

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.

Findings

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.

Originality/value

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.

Details

Personnel Review, vol. 48 no. 6
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 24 January 2018

Han Ren and Charles Weizheng Chen

This paper aims to explore why some Chinese subordinates will engage in building guanxi with their supervisor while others will not. The authors conceptualize…

Abstract

Purpose

This paper aims to explore why some Chinese subordinates will engage in building guanxi with their supervisor while others will not. The authors conceptualize subordinates’ initiative behaviors which aim at building up or improving guanxi with their supervisors through social interactions as supervisor–subordinate guanxi (SSG)-building behaviors. Guided by the theory of planned behavior (TPB), this study examines how three psychological antecedents (guanxi orientation as attitude, individual perception of group-level guanxi practice as subjective norm and person–supervisor [P-S] fit perception as perceived control) independently and interactively predict subordinates’ SSG-building behaviors.

Design/methodology/approach

The authors used a sample of 162 supervisor–subordinate dyads from four enterprises located in Southwest China.

Findings

Results indicated that P-S fit perception is most strongly related to subordinates’ SSG-building behaviors, followed by guanxi orientation and individual perception of group-level guanxi practice perception. Guanxi orientation is also found to strengthen the positive effect of P-S fit perception on subordinates’ SSG-building behaviors.

Originality/value

The authors’ findings shed light on the psychological mechanisms of Chinese subordinates’ behaviors to build up or improve guanxi with their supervisors, and advance the current understanding of SSG development from a planned behavioral perspective.

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Book part
Publication date: 12 August 2017

Jennifer McLeer

This paper introduces a method by which researchers can assess the strength of their status manipulations in experimental research by comparing them against Monte Carlo…

Abstract

Purpose

This paper introduces a method by which researchers can assess the strength of their status manipulations in experimental research by comparing them against Monte Carlo simulated distributions that use aggregate Status Characteristics Theory (SCT) data.

Methodology

This paper uses Monte Carlo methods to simulate the m and q parameter distributions and the proportion of stay (P(s)) score distributions for four commonly used status situations. It also presents findings from an experiment that highlight the processes by which researchers can utilize these simulated distributions in their assessment of novel status manipulations.

Findings

Findings indicate that implicitly relevant status manipulations have considerably more overlapping P(s) scores in the simulated distributions of high and low states of a status characteristic than explicitly relevant status manipulations. Findings also show that a novel status manipulation, the handedness manipulation, sufficiently creates high- and low-status differences in P(s) scores.

Research implications

Future researchers can use these simulated distributions to plot the mean P(s) scores of each of their experimental conditions on the overlapping distribution for the corresponding status manipulation. Manipulations that produce scores that fall outside of the range of overlapping values are also likely to create status differences between conditions in other settings or populations.

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Book part
Publication date: 17 November 2011

David Melamed

In this chapter, I detail a procedure for incorporating status characteristics with more than two ordered states, or graded status characteristics, into status…

Abstract

In this chapter, I detail a procedure for incorporating status characteristics with more than two ordered states, or graded status characteristics, into status characteristics theory. I revise theoretical definitions and assumptions accordingly. The new procedure adds a weighting function to the existing mathematical structure of the theory. I show that estimates using the new procedure are consistent with findings drawn from four experiments that were run in the standard setting for status characteristics theory. I also show that the procedure explains more variation and improves global model fit when predicting expectations using newly collected vignette data. I conclude with a general discussion of the procedures and implications for other expectation states theories and for research conducted outside the laboratory.

Details

Advances in Group Processes
Type: Book
ISBN: 978-0-85724-774-2

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Article
Publication date: 11 November 2021

Joan Carlos Alves Pereira, Wilton Pereira da Silva, Renato Costa da Silva, Cleide Maria Diniz P.S. e Silva and Josivanda Palmeira Gomes

To describe water absorption by the rice grains over time, diffusion and empirical models were used. Also, an optimization software was developed in this study to…

Abstract

Purpose

To describe water absorption by the rice grains over time, diffusion and empirical models were used. Also, an optimization software was developed in this study to determine parameters and their uncertainties for the diffusion models (LS Optimizer, for partial differential equations). Parameters (and their uncertainties) for empirical models were determined by LAB Fit Curve Fitting Software.

Design/methodology/approach

Heat and mass diffusion phenomena are found in various processes of technological interest, including pasteurization, drying and water immersion of agricultural products, among others. The objective of this work was to study the process of water absorption by rice grains with and without husk, using diffusion and empirical models to describe the absorption kinetics. Rice grains were immersed (approximately 10 g for each experiment) in drinking water maintained at constant temperatures of 28, 40 and 50 C. In the experiments, the water contents absorbed by rice grains over time were obtained by the gravimetric method.

Findings

Among empirical models, Peleg was the most satisfactory to describe the kinetics of water absorption by rice without husk, while the Silva et alii model had the best statistical indicators for rice with husk. It was also verified that a diffusion model with boundary condition of the first kind showed the best (or equivalent) results in the description of all processes of kinetics of water absorption by rice grains, with and without husk. For grains without husk, the effective mass diffusivities were (1.186 ± 0.045) × 10−9, (1.312 ± 0.024) × 10−9 and (2.133 ± 0.028) × 10−9 m2 min−1, for the immersion temperatures of 28, 40 and 50C, respectively. For grains with husk, diffusivities were (0.675 ± 0.011) × 10−9 and (1.269 ± 0.017) × 10−9 m2 min−1, for temperatures of 28 and 50 C, respectively.

Originality/value

This work developed a solver for the diffusion equation in cylindrical geometry and presented the LS Optimizer software developed to determine differential equation parameters through experimental data sets.

Details

Engineering Computations, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0264-4401

Keywords

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