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Article
Publication date: 1 January 2005

Min‐Ping Huang, Bor‐Shiuan Cheng and Li‐Fong Chou

The current leadership literature has paid little attention to understanding the intervening mechanism by which leaders influence followers. In order to partially bridge…

6289

Abstract

Purpose

The current leadership literature has paid little attention to understanding the intervening mechanism by which leaders influence followers. In order to partially bridge this gap, the article aims to present a value‐fit charismatic leadership theory which focusses on the key intervening mechanism – personorganization values fit.

Design/methodology/approach

The model was tested empirically on 180 participants, including 51 managers and 129 employees from 37 large‐scale companies in Taiwan.

Findings

Based on the block regression analysis, the results showed that CEO charismatic leadership has both direct and indirect effects on employees’ extra effort to work, satisfaction with the CEO, as well as organizational commitment, which are mediated by employees’ perceived personorganization values fit. The findings also provided evidence that the relationship between charismatic leadership and personorganization values fit is significant. Furthermore, the analysis also showed the significant effects of personorganization values fit on employee outcomes.

Originality/value

The study shows how CEO charismatic leadership can, through the mediating effect of personorganization values fit, have profound influence on employee outcomes.

Details

International Journal of Manpower, vol. 26 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 20 February 2007

Angela M. Young and David Hurlic

This paper seeks to explore gender‐related behavior in relation to person‐group fit, personorganization fit, and career decisions in order to identify relevant constructs…

5696

Abstract

Purpose

This paper seeks to explore gender‐related behavior in relation to person‐group fit, personorganization fit, and career decisions in order to identify relevant constructs and relationships and present suggestions for further research.

Design/methodology/approach

A model was developed based on a review of several literature bases including gender theories, gender enactment, person‐group fit, and personorganization fit.

Findings

Propositions for future research were developed and focus on the relationships influencing an individual's perceptions of person‐group fit, personorganization fit and career decision making. It is proposed that a deviation from a group's collective gender orientation and accepted behaviors is likely to be met with unfavorable perceptions by group members and impact person‐group fit, personorganization fit, perceived stress, self‐efficacy, and career decision making.

Practical implications

Managers and supervisors can use ideas presented in the model and paper to better understand nuances of gender‐related behavior and its potential impact on behavior and perceptions in the workgroup and organization. Diversity managers and training professionals could incorporate aspects of gender‐related differences into training programs, and individuals might use some ideas presented in this paper to consider the important implications of person‐group and personorganization fit to career success.

Originality/value

The model developed in this paper is a unique perspective combining historical perspectives on gender and gender‐related behavior and workplace concepts such as person‐group and personorganization fit to identify the potential impact of gender‐related differences at work.

Details

Journal of Managerial Psychology, vol. 22 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 9 November 2015

Nwamaka A. Anaza

The purpose of this paper is to examine a model of employee-customer identification (ECID) using two samples: nurses and cooperative extension frontline employees. The…

1318

Abstract

Purpose

The purpose of this paper is to examine a model of employee-customer identification (ECID) using two samples: nurses and cooperative extension frontline employees. The model posits that person-organization fit, person-job fit, and organizational identification are positively related to ECID.

Design/methodology/approach

A recursive path-based structural model was employed to test seven hypotheses regarding the relationships between the two fit constructs, organizational identification, and ECID.

Findings

In both samples, person-organization fit and person-job fit were positively related to organizational identification, and organizational identification was positively related to ECID. In the cooperative extension sample, person-job fit was positively related to ECID. Person-job fit was also indirectly related to ECID through organizational identification in both samples.

Research limitations/implications

The results imply an important relationship between person-job fit and ECID that could be useful for improving service encounters between employees and customers. In addition, an emphasis on organizational identification may also contribute to improved employee-customer relationships.

Originality/value

This study represents one of the first attempts to demonstrate a link between person-job and person-organization fit on ECID. The results of this study provide support for organizational identification and person-job fit as important factors in employee-customer relationships.

Details

Journal of Managerial Psychology, vol. 30 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 9 March 2015

Jiajin Tong, Lei Wang and Kaiping Peng

– The purpose of this paper is to explore the psychological mechanisms explaining the impact of fit on burnout based on meta-theories.

2798

Abstract

Purpose

The purpose of this paper is to explore the psychological mechanisms explaining the impact of fit on burnout based on meta-theories.

Design/methodology/approach

A total of 199 employees participated in three waves with three-week intervals. Person-organization fit and person-job fit were measured in Wave 1, psychological-mechanism variables were measured in Wave 2, and burnout was measured in Wave 3.

Findings

Person-organization fit and person-job fit related to three components of job burnout via multiple psychological mechanisms.

Research limitations/implications

The findings help to extend existing theories on fit and burnout literature. The research advances the understanding of psychological mechanisms about how misfit leads to job burnout. It helps stimulate research interest to further investigation on their relationships and effects with other variables besides burnout. It also helps understand the construct of burnout.

Practical implications

For individuals, person-job fit should be achieved as well as person-organization fit to avoid burnout. Measuring organization-based self-esteem (OBSE), psychological capital, and role conflict may help employers to recognize early signs of burnout and to develop effective interventions to reduce burnout. The findings help better understand the value of P-E fit and effective interventions in burnout.

Social implications

It helps employees better select job and organization and adapt to the job and organization, reduce management cost, and keep mental health.

Originality/value

Two original contributions are that: it adopted three meta-theories to comprehensively investigate the psychological mechanisms explaining how misfit leads to burnout; and it integrated individual and environmental factors of burnout into one fit-based model, which treats the person as a subject rather than a passive agent.

Details

Journal of Managerial Psychology, vol. 30 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

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.

1740

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: 14 March 2019

Karnica Tanwar and Amresh Kumar

The purpose of this paper is to explore the relationship between employer brand dimensions and employer of choice (EOC). The paper also analyses the role of person

5288

Abstract

Purpose

The purpose of this paper is to explore the relationship between employer brand dimensions and employer of choice (EOC). The paper also analyses the role of person-organisation fit in transferring employer brand dimensions to EOC status, and the moderating role of social media in the relationship between person-organisation fit and EOC.

Design/methodology/approach

Factor analysis has been conducted to validate the “employer attractiveness” scale for identifying the dimensions of employer brand. Structural equation modelling has been used to conduct mediation and moderation analysis. The results are based on the perceptions of college students regarding employer brand dimensions and EOC status.

Findings

The paper provides empirical insights on how the person-organisation fit helps in transferring employer brand dimensions to EOC status. The results indicate that the person-organisation fit acts as a full mediator, indicating that for becoming a EOC, the dimensions of employer brand must be linked to the person-organisation fit. Also, the moderation analysis results highlight the importance of social media towards obtaining EOC status.

Originality/value

The authors believe that the study is the first of its kind to investigate drivers of EOC, and to identify the role of the person-organisation fit as a mediating variable and social media as a moderating variable.

Details

Personnel Review, vol. 48 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 20 November 2020

Yurdanur Yumuk and Hülya Kurgun

Human resources are of great importance to provide competitive advantage in tourism, which is a labour-intensive industry. It is seen that the level of organizational…

Abstract

Human resources are of great importance to provide competitive advantage in tourism, which is a labour-intensive industry. It is seen that the level of organizational commitment of the individuals who have similar values with the organization they work for and who can fulfil the roles and duties they undertake and who can meet all their needs in return increases. Their level of alienation is also observed to decrease. Population of the study, which purposes to reveal whether organizational culture has any impact on the employees' perception of person-organization fit and their level of organizational alienation or not, constitutes 4- and 5-star hotels in service in the central district of Izmir province. According to the results, it was seen that hotel businesses had two types of organizational culture such as hierarchy and clan culture. In the hotels with clan culture, demands-abilities fit levels of the worker were higher than value-congruence and needs-supplies dimensions. It was seen that workers alienated on meaninglessness dimension mostly. Similarly, in the hotels with hierarchy culture, demands-abilities fit levels of the worker were higher than value-congruence and needs-supplies dimensions. Workers alienated from their organization on meaninglessness dimension mostly.

Details

Sustainable Hospitality Management
Type: Book
ISBN: 978-1-83909-266-4

Keywords

Article
Publication date: 4 November 2014

Victor Y. Haines, Salima Hamouche and Tania Saba

In response to the conclusions of a meta-analysis of career success studies (Ng et al., 2005), the purpose of this paper is to expand the range of variables being examined…

2400

Abstract

Purpose

In response to the conclusions of a meta-analysis of career success studies (Ng et al., 2005), the purpose of this paper is to expand the range of variables being examined as predictors of career success by weaving the person-organization fit and external marketability perspectives into current career success frameworks.

Design/methodology/approach

A survey was administered in partnership with an association of human resource professionals located in Canada. The questionnaire was transmitted electronically to human resource professionals. The final sample included 546 full-time, permanent, human resource professionals from multiple organizations.

Findings

Confirmatory factor analysis supported the measurement model. In the final structural model, external marketability exerted a significant direct effect on career success. Person-organization fit was strongly associated with organizational sponsorship. Organizational sponsorship, in turn, exerted a significant effect on subjective career success.

Originality/value

This study contrasted and tested two theoretical perspectives on career success. The mediated indirect association between person-organization fit and career success provided support for the rationale of the sponsored mobility model of social advancement. The direct association between external marketability and career success suggests that success can be achieved even without organizational sponsorship on the basis of expressions of one’s human capital.

Details

Career Development International, vol. 19 no. 7
Type: Research Article
ISSN: 1362-0436

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

Article
Publication date: 24 March 2022

Francis Kasekende, Sentrine Nasiima and Rodgers Byamukama

The authors proposed that Organizational Compassion and Person-Organization-Fit dimensions interactively predict Discretionary Behaviours among employees in the…

Abstract

Purpose

The authors proposed that Organizational Compassion and Person-Organization-Fit dimensions interactively predict Discretionary Behaviours among employees in the Non-Governmental Organization (NGO) sector in Uganda.

Design/methodology/approach

The authors employ structural equation modelling to test hypotheses. The research was carried out in two studies; the second one was done six months after the first study. Two samples of respondents were drawn from NGOs operating in West Nile and Kampala regions, respectively.

Findings

Discretionary behaviours were significantly related to the cross-sectionally assessed predictors including organizational compassion and supplementary fit. Complementary fit did not significantly predict discretionary behaviours. Both supplementary fit and complementary fit moderated the association between organizational compassion and employee discretionary behaviours among both rural and urban setting placed NGOs.

Practical implications

In order to boost employee exhibition of discretionary behaviours, leaders of NGOs should always endeavour to find viable organizational compassion-supplementary fit and organizational compassion-complementary fit blend that can add value to NGOs in Uganda.

Originality/value

This is one of the few studies that have focused on testing the interaction effects of organizational compassion and person organization fit dimensions on discretionary behaviours. These results highlight both supplementary fit and complementary fit as key individual resources that promote the effects of organization compassion on discretionary behaviours among NGO workers in Uganda.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 10 no. 4
Type: Research Article
ISSN: 2049-3983

Keywords

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