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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.

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, person‐environment 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 person‐environment fit and career success are related.

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

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

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

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.

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

Various individual and environmental factors influencing employees’ online knowledge sharing have been identified, but the understanding regarding these has been mostly limited because of their independent and direct effects our understanding has been mostly limited to their independent and direct effects. This study aims to propose that the fit between employees and their environments (PE fit) matters. A model explaining how PE fit and misfit affect employees’ knowledge sharing behavior through influencing their affective commitment is developed and assessed.

The proposed model was assessed with data collected in a survey of 218 employees.

Results indicate that PE fit in the norm of collaboration, innovativeness and skill variety leads to the development of stronger affective commitment and, therefore, more knowledge sharing behavior than when they are in shortfall or excess in the environment (i.e. PE misfit).

The findings indicate a new direction for knowledge sharing research that focuses on PE fit and suggest that knowledge sharing can be improved more proactively in practice by assessing PE fit during recruitment.

This study seeks to investigate the multidimensionality person‐group (PG) fit. It first aims to examine values‐based, personality‐based, and KSA‐based fit as distinct PG fit dimensions. It then also aims to examine fit as an aggregate construct (each dimension combines to form a latent PG fit construct), and as a superordinate construct (an overarching assessment of compatibility drives the individual fit dimensions). It also aims to propose that the distinct dimensions or the overall perception predict commitment to team, employee voice, and knowledge sharing, resulting in a final outcome of employee task performance.

Data were collected using longitudinal survey methodology from three different sources (793 employees, their supervisors and the Human Resources department) in a manufacturing firm in Korea. The various models were evaluated using structural equation modeling.

The distinct dimensions model, in which values‐based fit predicted commitment to the team, personality‐based fit predicted voice behaviors, and KSA‐based fit predicted knowledge sharing, was mostly supported. Each of these intermediary factors predicted supervisors' ratings of individual task performance. Although each dimension had unique impact on the outcomes, results suggested that a superordinate PG construct might be driving the more specific fit assessments. The aggregate model was not supported.

This study is the first to show how different dimensions of PG fit may differentially influence affect and behavior, to predict task performance. It also shows the first evidence for PG fit as a superordinate multidimensional construct. Results provide a basis for new knowledge regarding the multi‐faceted relationship between fit perceptions and outcomes.

Too much reliance on information technology has given rise to technostress, which may impact the productivity of an individual. In case this is true, does it impact everyone equally, and if not, then what is behind this difference and how does this work? The purpose of the present research is to explore the role of proactive personality as a moderator to the relationship of individual productivity of an employee and the technostress. The study utilizes moderation technique to study and analyze the relationships.

The present work is an attempt to investigate the moderating role of proactive personality to the relationship between technostress and productivity by utilizing the concepts from person–environment fit model. Moderation analysis has been performed with the help of hierarchical multiple regression on the primary data collected via survey methods with the help of structure instruments.

A survey was conducted from 233 employees working at different levels in different organizations belonging to north-western parts of the country. After analyzing the randomly collected primary data, it was found that technostress impacts productivity negatively. It was also further established that relationship between technostress and individual productivity gets moderated by proactive personality.

Strategies concerning implementation and designing of a training program should be designed by being mindful of the individual personalities going to be trained.

From organizational point of view, a training program (made to introduce and implement some new technology in the organization) should be tailored by keeping individuals' personalities and their specific needs in mind.

This work is an important addition to the existing literature concerning technostress. Such work would help in understanding the difference that a human factor may have on the bearings of technostress on productivity and other such crucial outcomes, which has not been studied earlier in the present context.

The purpose of this paper is to propose an original model of stress and coping as a complex interactive process between an individual and his or her environment.

A preliminary test of the model is conducted using data from a meta-analysis of perceived occupational stress among police officers. Collapsing correlates into predictor domains that mirror the proposed model of stress and coping allowed for a preliminary analysis of some of the constructs in the proposed model.

The findings suggest that each domain contributes to the perception of stress and that knowledge in this area might best be advanced by recognizing the importance of each in shaping an interactive process of stress and coping rather than attempting to rank individual correlates.

The data do not provide definitive conclusions that personal characteristics or job characteristics, for example, are more important than others in shaping stress perception among police officers. Clearly, these findings suggest that questions about what is most important in shaping police stress have remained unanswered because the variables of interest make equally important contributions to a complex process.

Adopting the proposed integrative model of stress and coping may help researchers move beyond the flawed conceptualization of perceived stress among police officers as a simple operational/organizational dichotomy, allowing for a more rich understanding of stress and coping as a complex process.

Traditional definitions of aging in place often define aging in place specifically as the ability to remain in one’s own home or community setting in later life. The purpose of this paper is to reframe aging in place and show how narrowly defined aging in place models can be potentially negative constructs that limit options for older adults. The authors propose a paradigm shift, or a re-framing of, the popularized idea of aging in place. The authors challenge mainstream and literature-based beliefs that are deeply rooted to the idea that aging in place ideally happens in the home in which a person has lived for many years.

The paper reviews common concepts and constructs associated with aging in place as well as gaps or exclusions, and US-based aging in place policy initiatives favoring the aging in place model.

An expanded definition of aging in place embraces heterogeneity in residence types and living options. A realistic assessment of person-environment fit, matching an older person’s capabilities to his or her environmental demands, allows for the development of additional aging in place options for those living across the continuum of care.

Aging in place should be moved from the personal “success” or “failure” of an older individual to include the role of society and societal views and policies in facilitating or hindering aging in place options. The authors demonstrate that these options, in facilities within the continuum of care, can be thought of as appealing for older persons of all levels of physical and cognitive functioning.

Research about aging in place tends to stress the value of one place (one’s home) over other living settings. This limits the ability of people to age in place and curtails discussion of all the items necessary to maintain place.

This study illuminates the assumption that internships facilitate labor market entry and answers the question of why internships have a positive effect on students' self-perceived employability. It is assumed that internships enable more positive employability perceptions by reducing career-entry worries – the worries of not finding a suitable job or not being able to obtain a satisfactory career.

A two-wave study among graduate students currently in an internship investigated these relationships. Data on career-entry worries, perceived employability and an evaluation of the internship were collected from 80 students (mean age: 24.6 years, 68% female) from various fields of study aiming at both bachelor's and master's degrees.

The results showed that positively evaluated internships contributed to graduates' self-perceived employability by means of reduced career-entry worries over an eight-week period.

By considering graduates' career-entry worries – the perceived uncertainty about finding an “appropriate” career in the future – the authors introduce a new concept to the career literature and show that these worries are significant in terms of self-assessed employability.

Drawing on the person-environment fit theory, in this paper the authors aim to propose and test a moderated mediation model that examines the relationships among proactive personality and job performance, cultural intelligence and emotional intelligence.

The authors collected the multisource data from a total of 120 hotel service employees and the employees' immediate supervisors. The authors used the PROCESS, an SPSS macro, to conduct multiple regression analyses to test this moderated mediation model.

The results suggest that cultural intelligence mediates the relationship between proactive personality and job performance during cross-cultural service encounters. Furthermore, the indirect effect of proactive personality on job performance during cross-cultural service encounters via cultural intelligence is stronger for service employees who are high in emotional intelligence.

This study has several implications for hospitality management in terms of developing effective strategies to foster cultural and emotional intelligence of service employees and improve the employees' performance.

Considering the limited number of studies showing why, how and in which situations personality can enhance performance, this study contributes to the literature by revealing the effect of proactive personality on the performance of service employees through important constructs such as cultural intelligence and emotional intelligence.