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Book part
Publication date: 17 September 2014

Hannes Zacher, Daniel C. Feldman and Heiko Schulz

We develop a conceptual model, based on person-environment fit theory, which explains how employee age affects occupational strain and well-being. We begin by explaining…

Abstract

We develop a conceptual model, based on person-environment fit theory, which explains how employee age affects occupational strain and well-being. We begin by explaining how age directly affects different dimensions of objective and subjective P-E fit. Next, we illustrate how age can moderate the relationship between objective P-E fit and subjective P-E fit. Third, we discuss how age can moderate the relationships between P-E fit, on one hand, and occupational strain and well-being on the other. Fourth, we explain how age can impact occupational strain and well-being directly independent of P-E fit. The chapter concludes with implications for future research and practice.

Details

The Role of Demographics in Occupational Stress and Well Being
Type: Book
ISBN: 978-1-78350-646-0

Keywords

Article
Publication date: 6 November 2017

Joana R.C. Kuntz and Mary Abbott

This paper aims to test a moderated mediation model linking person-environment fit with workplace outcomes (engagement, meaning at work and performance) through…

Abstract

Purpose

This paper aims to test a moderated mediation model linking person-environment fit with workplace outcomes (engagement, meaning at work and performance) through authenticity (authentic living and self-alienation). Self-deception was included as a moderator of these relationships.

Design/methodology/approach

Data were collected from 163 employees in a large department using an online survey. The hypotheses were tested using the PROCESS Macro for SPSS, which conducts bootstrapped moderated mediation analyses.

Findings

Results showed that person-environment fit facets were positively related to engagement, meaning and performance through authentic living and negatively related through self-alienation. These relationships were significant at low to moderate levels of self-deception.

Research/limitations implications

Despite its small sample size, this study used a time-lagged design to mitigate the limitations associated with cross-sectional studies. Further, it expanded the research on authenticity in the workplace by illustrating the interplay of authenticity with fit, self-deception and workplace outcomes.

Practical implications

Organisations stand to gain from encouraging authenticity at work, and this can be achieved by ensuring person-environment fit. While self-deception can act as a protective factor against low perceptions of person-environment fit, organisations should strive to create a culture that values diversity and self-expression.

Originality/value

This study is among the first to explore authenticity at work and the first to empirically examine the authenticity and person-environment fit relationship in relation to outcomes, considering individual propensity for motivated bias.

Details

International Journal of Organizational Analysis, vol. 25 no. 5
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 29 July 2014

Mert Aktaş

– The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship.

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Abstract

Purpose

The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship.

Design/methodology/approach

The survey data were collected from 426 employees of a holding company.

Findings

The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship.

Originality/value

This research adds a cultural component to the person-environment fit research.

Details

Cross Cultural Management, vol. 21 no. 3
Type: Research Article
ISSN: 1352-7606

Keywords

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 personenvironment 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 personenvironment 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.

Article
Publication date: 13 November 2007

Hassan I. Ballout

The purpose of this paper is to review relevant literatures on career success and develop a theoretical framework and testable propositions concerning how human capital…

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Abstract

Purpose

The purpose of this paper is to review relevant literatures on career success and develop a theoretical framework and testable propositions concerning how human capital, personenvironment fit and organizational support relate to career success. Whilst acknowledging the substantial literature that has accumulated regarding the various antecedents and operationalizations involved in employees' career success, there is little research as how personenvironment fit and career success are related.

Design/methodology/approach

Literature outlining approaches to career success is summarized and research at the intersection of personenvironment fit and organizational support/career success are reviewed. This is followed by a set of propositions based upon the antecedents of career success.

Findings

It is suggested that personenvironment fit and organizational support are important antecedents of career success. Knowledge of career changes and these antecedents help individuals and organizations manage career success.

Research limitations/implications

Future research should examine empirically the linkages suggested by the paper along with other relationships asserted or implied by personenvironment fit and career success literature as mentioned in the paper.

Practical implications

Both employers and employees may benefit from integrating different types of fit into the psychological contract because each fit will impact aspects of career success. Therefore, organizations need to select and develop employees that can easily adjust and fit into careers that are compatible with their work environments.

Originality/value

This paper contributes to the literature by being one of the first to examine the effects of different types of personenvironment fit on career success.

Details

Journal of Managerial Psychology, vol. 22 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 22 September 2022

Shi Xu, Zhiwei (CJ) Lin, Mang He and IpKin Anthony Wong

Why would a hospitality or tourism enterprise’s talent program backfire to demotivate interns from engaging in their jobs? This study aim to synthesize theoretical strands…

Abstract

Purpose

Why would a hospitality or tourism enterprise’s talent program backfire to demotivate interns from engaging in their jobs? This study aim to synthesize theoretical strands from the self-determination theory, personenvironment fit theory and conservation of resources theory to investigate the predictors of perceived person–job fit and how such a fit causes changes in interns’ job motivation over time.

Design/methodology/approach

A four-wave longitudinal study was conducted. The four waves of data obtained from over 251 interns in China were analyzed using latent growth curve modeling.

Findings

The findings demonstrate that abusive co-worker treatment moderated the impact of perceived negative social status and perceived overqualification on perceived person–job fit. Moreover, perceived person–job fit is a significant predictor of the initial level of job motivation and flattens the decrease in job motivation over time. These findings demonstrate that interns’ job motivation generally decreased over time, and perceived person–job fit may help dampen the change trajectory of job motivation.

Practical implications

This study contributes to the practice of education and organizations in hospitality and tourism management by advocating for better interventions to improve interns’ work experience and motivations. Also, organizations can create team-building opportunities and promote teamwork that contributes to the formation of cohesive relationships and improve personal bonding.

Originality/value

This longitudinal inquiry conducted in China underscores the perils of hospitality/tourism internship by synthesizing a framework based on the theoretical strands germane to personenvironment fit, resource conservation and self-determination. It uncovers the dark side of internship – not only due to mismanaged internship experience, but also because it could backfire to create a demotivational spiral that may ultimately drive potential talents away from hospitality/tourism organizations and industry.

Details

International Journal of Contemporary Hospitality Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 20 October 2020

Andrée-Anne Deschênes

Through three dimensions of personenvironment (PE) fit, namely person–job (PJ) fit, person–group (PG) fit and person–supervisor (PS) fit, this paper examines generational…

Abstract

Purpose

Through three dimensions of personenvironment (PE) fit, namely person–job (PJ) fit, person–group (PG) fit and person–supervisor (PS) fit, this paper examines generational differences on which dimension is more important to explain Baby Boomers', Generation X's and Generation Y's satisfaction with work.

Design/methodology/approach

Gathered from a sample of 1,065 employees in the province of Québec, Canada, data were analyzed through one-way ANOVA and structural equation modeling.

Findings

The findings suggest that Generation X scored lower on satisfaction with work, that there is a difference in the level of PG fit and PS fit between the generations, and that PJ fit explains satisfaction with work for all generations, while PG fit is significant only for Generation Y employees.

Practical implications

This paper sheds light on the importance for practitioners, when implementing human resource (HR) policies and strategies aiming to increase satisfaction with work, of prioritizing PJ fit and to consider PG fit for Generation Y members.

Originality/value

This research provides a meaningful contribution to current knowledge on generational diversity in the workplace and its impact on managerial practices by examining different levels of satisfaction with work and of PJ, PG and PS fit for three generations and the importance of each type of fit in explaining satisfaction with work for theses generations.

Details

International Journal of Organization Theory & Behavior, vol. 24 no. 1
Type: Research Article
ISSN: 1093-4537

Keywords

Article
Publication date: 2 December 2021

Ping Bao, Zengrui Xiao, Gongmin Bao and Niels Noorderhaven

The purpose of this paper is to examine the relationship between inclusive leadership and employee work engagement by identifying person-job fit as a mediator, and…

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Abstract

Purpose

The purpose of this paper is to examine the relationship between inclusive leadership and employee work engagement by identifying person-job fit as a mediator, and employee felt responsibility as a moderator.

Design/methodology/approach

Employing a two-wave survey from 261 employees across various industries in China, the study tests hypotheses using hierarchical regression analysis with the PROCESS procedure developed by Hayes.

Findings

The results show that inclusive leadership is positively related to employee work engagement through person-job fit. The results further demonstrate that employees’ felt responsibility moderates the positive direct relationship between inclusive leadership and person-job fit as well as the indirect relationship between inclusive leadership and work engagement via person-job fit.

Research limitations/implications

Although two-wave data were used to test the model, issues of common method bias cannot be excluded because the data were collected from a single source (the employee).

Practical implications

Organizations should promote and develop inclusive leaders in the workplace to enhance employee work engagement, and pay attention to employees' felt responsibility for their work to ensure effectiveness of inclusive leadership.

Originality/value

Integrating social information processing theory and person-environment fit theory, this study enriches the theoretical foundation of inclusive leadership scholarship. This study deepens the understanding of the mechanism underlying the link between inclusive leadership and work engagement, as well as an important boundary condition of this relationship, by examining the mediating role of person-job fit and the moderating role of felt responsibility.

Details

Baltic Journal of Management, vol. 17 no. 1
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 7 July 2020

Nishant Uppal

Drawing on the interactionist approach and interest alignment theory, this study aims to examine the mediating effects of three dimensions of person environment fit

Abstract

Purpose

Drawing on the interactionist approach and interest alignment theory, this study aims to examine the mediating effects of three dimensions of person environment fitperson–organisation fit, person–job fit and person–supervisor fit – on the relationship between high-performance human resource practices (HPHRP) and firm performance.

Design/methodology/approach

Survey data obtained from 3,014 employees of research and development units and 721 senior HR executives and top management team members belonging to 274 Indian-based pharmaceutical firms is analysed to investigate a mediated pathway between HPHRP and firm performance.

Findings

The findings of the current research established that HPHRP was positively and significantly related to person–organisation fit, person–job fit and person–supervisor fit, and this facilitates firm performance and curtails employee turnover.

Originality/value

The current work firmly establishes a link between human resource management with firm performance using interactionist approach. Implications of the study to theory and practice are discussed.

Details

International Journal of Manpower, vol. 42 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

Book part
Publication date: 8 August 2005

Anthony R. Wheeler, M. Ronald Buckley, Jonathon R.B. Halbesleben, Robyn L. Brouer and Gerald R. Ferris

Fit” as a human resources decision criterion has emerged as an active body of research in recent years, but its “elusiveness” as a scientific construct, noted more than a…

Abstract

Fit” as a human resources decision criterion has emerged as an active body of research in recent years, but its “elusiveness” as a scientific construct, noted more than a decade ago by Judge and Ferris, still remains. To best address this issue, this chapter proposes an integrative theory of multidimensional fit that encompasses five relevant (and distinct) streams of current fit research: Person-Organization Fit, Person-Vocation Fit, Person-Job Fit, Person-Preferences for Culture Fit, and Person-Team Fit. It is proposed that these five dimensions of fit relate to an individual's self-concept; moreover, an individual assesses multidimensional fit utilizing a social cognitive decision-making process called prototype matching. By assessing fit across multiple dimensions, an individual can both gain a social identity and expand the self-concept, which explains the motive to fit. Testable propositions are formulated, and implications for multidimensional fit across the employment lifecycle are discussed. Furthermore, directions for future fit research are provided.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-76231-215-3

1 – 10 of over 51000