Search results

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.

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.

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.

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.

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.

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.

Drawing on person–environment fit theory, this study aims to investigate how the relationships between service task types (i.e. utilitarian and hedonic service tasks) and perceived authenticity (i.e. service and brand authenticity) differ under different conditions of service providers (human employee vs service robot). This study further examines whether customers’ stereotypes toward service robots (competence vs warmth) moderate the relationship between service types and perceived authenticity.

Using a 2 × 2 between-subjects experimental design, Study 1 examines a casual restaurant, whereas Study 2 assesses a theme park restaurant. Analysis of covariance and PROCESS are used to analyze the data.

Both studies reveal that human service providers in hedonic services positively affect service and brand authenticity more than robotic employees. Additionally, the robot competence stereotype moderates the relationship between hedonic services, service and brand authenticity, whereas the robot warmth stereotype moderates the relationship between hedonic services and brand authenticity in Study 2.

Restaurant managers need to understand which functions and types of service outlets are best suited for service robots in different service contexts. Robot–environment fit should be considered when developers design and managers select robots for their restaurants.

This study blazes a new theoretical trail of service robot research to systematically propose customer experiences with different service types by drawing upon person–environment fit theory and examining the moderating role of customers’ stereotypes toward service robots.

Person—environment (P—E) fit has long been a focus in organizational research. A climate‐based measure of P—E Fit was developed for use in organizational and individual assessment. A series of studies with a Q‐sort measure of climate and fit (the Organizational Fit Instrument—OFI) indicated ways in which P—E fit information can be used in organizational development. In addition, the psychometric properties of the OFI assessed in these studies suggested that, despite the ipsative nature of the measure, it may provide the organizational development practitioner or researcher with a sound and useful tool. Suggestions for future research are proposed.

Limited research where team creativity (TC) is positioned as an independent variable constitutes a weak point in the body of knowledge. This paper aims to offer three contributions to address this research gap: empirical research that has been conducted on the outcomes of TC is summarized; a person–environment fit perspective is applied to develop a conceptual model for TC; and directions for future empirical research are proposed.

A literature review is conducted to identify empirical research on the outcomes of TC. This is summarized into an extension of an existing framework that organizes empirical research on the antecedents of TC. Furthermore, the fit model for TC is developed, based on a person–environment fit perspective.

Research on the outcomes of TC has focused on three themes: performance; affective state; and processes. Gaps in this body of knowledge include limited knowledge on performance outcomes and a lack of research on potential negative outcomes. Recommendations for future research include: potential moderators of the relationship between TC and two outcome, innovation and team performance, are proposed; strain and unethical decision-making are proposed as potential negative outcomes of TC; and it is proposed that incorporating a temporal dimension would improve the understanding of the cyclical manner in which certain variables and TC may interact over time.

The organizing framework extension summarizes existing knowledge on the outcomes of TC, and together with the fit model for TC, this offers a basis for identifying research gaps and directions for future research. Specific directions for future empirical research are proposed.

This study aims to examine the role of location autonomy (i.e. autonomy over where to work) in shaping employee mental distress during their working days.

A total of 316 employees from 6 organizations in the UK provided data for 4,082 half-day sessions, over 10 working days. Random intercept modeling is used to analyze half-day data nested within individuals.

Results show that location autonomy, beyond decision-making autonomy and work-method autonomy, is positively associated with the perception of task-environment (TE) fit which, in turn, contributes to lower mental distress during each half-day session. Results of supplementary analysis also show that location autonomy can contribute to higher absorption, task proficiency and job satisfaction via TE fit during each half-day session.

This study reveals the importance and uniqueness of location autonomy in shaping employees' outcomes, offering implications for how organizations can use this in the work–life flexibility policies to support employee mental health.

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.

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

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.

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

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.

This study aims to investigate the antecedents and outcomes of excessive use of personal social media at work. The prevalence of personal social media in the work environment can easily lead to excessive use and negative consequences. Understanding the predictive factors and negative consequences of employees' excessive use of personal social media at work is important to develop their appropriate use of social media and improve their job performance.

Based on dual-system theory and the person-environment fit model, this study develops a research model to examine the effect of habit and self-regulation on excessive use of personal social media at work and that of the outcomes of excessive use on employee job performance through strain. This study conducts a questionnaire survey on 408 employees to test the research model and hypotheses empirically.

Results suggest that the imbalance between habit and self-regulation drives excessive personal social media use of employees at work. Furthermore, excessive use of personal social media has a strong impact on employee strain, which can significantly decrease job performance.

First, this study considers excessive use of personal social media at work as a result of two different cognitive systems, that is, an automatic system and a controlled system, thereby extending the dual-system theory to explain excessive use of personal social media in the work context. Second, unlike previous studies that focused on the outcomes or explored the antecedents of excessive social media use at work respectively, the study employs the person-environment fit model and examines the systematic influence of excessive social media use at work from a broad perspective by linking its antecedents and outcomes.

Companies create brand fan pages (BFPs) on social media platforms to broadcast product information, increase brand awareness and engage customers. A common challenge facing BFPs is how to attract and retain followers effectively. Through the lens of the theory of person–environment fit (TPEF), the purpose of this paper is to develop and validate a theoretical model to explain the role of multidimensional fit perceptions in cultivating BFP users’ continued following intention.

Data collected from 193 active followers of BFPs on Sina Weibo, the most prevalent social media platform in China, were used to test the proposed model. The partial least squares method was employed to assess the relationships in the model.

The findings reveal that users will continue to follow the BFP if their needs align with what the BFP provides, and if they perceive their values and characteristics to match those of the brand and fellow followers.

This study is among the first to extend the research context of the TPEF from organizational behaviors to examining how perceived fit influences users’ continued intention to follow in the social media context. In addition to the theoretical contributions, the findings of this study have important implications for practitioners who undertake social media management or user behavior analysis.

Police officer perceptions of their own legitimacy can be important in shaping aspects of their performance and other organizational outcomes. The current study uses person-environment fit theory to assess the effects of value congruence with top managers, immediate supervisors and coworkers on officers' perceptions of self-legitimacy.

The study used a cross-sectional survey of nearly 250 front-line police officers from seven municipal police departments in Michigan, Indiana and Kentucky to examine the effects of perceived value congruence on officers’ self-legitimacy. A hierarchical model of fit is assessed using structural equation modeling.

Findings demonstrate that value congruence positively relates to officers’ reported self-legitimacy, suggesting that officers who perceive greater similarity in values with others in the organization will express more confidence in their authority.

Our findings add to research on police officers’ self-legitimacy, and the use of a hierarchical model of person-environment fit might offer implications for future research on police culture.