Journal articles: 'Person-environment fit theory'

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Jansen, Karen J., and Amy Kristof-Brown. "TOWARD A MULTI-LEVEL THEORY OF PERSON-ENVIRONMENT FIT." Academy of Management Proceedings 1998, no. 1 (August 1998): F1—F8. http://dx.doi.org/10.5465/apbpp.1998.27668649.

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Padmasiri, M. K. Dinithi, Pavithra Kailasapathy, and A. K. L. Jayawardana. "Development of the Person–Family Fit Construct: An Extension of Person–Environment Fit into the Family Domain." South Asian Journal of Human Resources Management 6, no. 2 (March 28, 2019): 156–76. http://dx.doi.org/10.1177/2322093719830807.

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This article defines a person’s environment as a combination of work and family environments by extending the person–environment fit theory to include the family domain. The study extends the person–environment fit construct by including person–job fit, person–organization fit, person–group fit, person–supervisor fit (all in work environment) and person–family fit (family environment). In the two studies that were carried using operational-level employees from various industries, we empirically develop a scale for the new concept person–family fit, validated person–family fit scale and the person–environment fit construct. This study makes several theoretical contributions including defining person–family fit construct, developing a scale to measure the same and confirming its inclusion into the person–environment fit construct. Managerial implications are provided to ensure person–job fit, person–group fit, person–supervisor fit and person–family fit in the working environment.

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Englert, Benedikt, Julia Thaler, and Bernd Helmig. "Fit Themes in Volunteering: How Do Volunteers Perceive Person–Environment Fit?" Nonprofit and Voluntary Sector Quarterly 49, no. 2 (August 30, 2019): 336–56. http://dx.doi.org/10.1177/0899764019872005.

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Worldwide, millions of people volunteer for nonprofit organizations. These organizations heavily depend on volunteers, such that successfully retaining them represents an indispensable task, as well as one that might benefit from the application of fit theory. The complex mechanisms that shape volunteers’ fit throughout their volunteering experiences in the nonprofit environment have been scarcely analyzed though, and fit research has only selectively assessed volunteer experiences. Therefore, the current study investigates how volunteers perceive person–environment fit using a qualitative research design that relies on narrative interviews. Eight service-related and daily-life–related fit themes emerge at the organizational, collaborational, individual, and external levels. These identified fit themes help clarify how volunteers relate distinctly to the environments established by the organizations for which they volunteer. In addition to extending research on volunteering experience, this qualitative analysis of perceived fit among volunteers enriches fit theory, by contextualizing the concept of fit for volunteers.

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Milliman, John, Anthony Gatling, and Jill C. Bradley-Geist. "The implications of workplace spirituality for person–environment fit theory." Psychology of Religion and Spirituality 9, no. 1 (2017): 1–12. http://dx.doi.org/10.1037/rel0000068.

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Perkmen, Serkan, Beste Cevik, and Mahir Alkan. "Pre-service music teachers' satisfaction: person–environment fit approach." British Journal of Music Education 29, no. 3 (July 2, 2012): 371–85. http://dx.doi.org/10.1017/s0265051712000241.

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Guided by three theoretical frameworks in vocational psychology, (i) theory of work adjustment, (ii) two factor theory, and (iii) value discrepancy theory, the purpose of this study was to investigate Turkish pre-service music teachers' values and the role of fit between person and environment in understanding vocational satisfaction. Participants were 85 students enrolled in the department of music education in a Turkish university. The Minnesota Importance Questionnaire (MIQ) was used to examine the participants’ values in six dimensions: achievement, comfort, status, altruism, safety and autonomy. Results revealed that the pre-service teachers value achievement most followed by autonomy, which suggests that they would like to have a sense of accomplishment and control in their future job. The degree to which their values fit their predictions about future work environment was found to be highly correlated with vocational satisfaction. These results provided evidence that the vocational theories used in the current study offers a helpful and different perspective to understand the pre-service teachers' satisfaction with becoming a music teacher in the future. We believe that researchers in the field of music education may use these theories and MIQ to examine the role of values in pre-service and in-service music teachers' job satisfaction.

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Kristof-Brown, Amy L. "Person-Environment Fit: Individual and Contextual Perspectives in Theory and Research." Academy of Management Proceedings 2013, no. 1 (January 2013): 12389. http://dx.doi.org/10.5465/ambpp.2013.12389symposium.

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Quick, James Campbell, Debra L. Nelson, Jonathan D. Quick, and Dusty K. Orman. "An isomorphic theory of stress: the dynamics of person-environment fit." Stress and Health 17, no. 3 (2001): 147–57. http://dx.doi.org/10.1002/smi.893.

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Conway, Terry L., Ross R. Vickers, and John R. P. French. "An Application of Person-Environment Fit Theory: Perceived Versus Desired Control." Journal of Social Issues 48, no. 2 (July 1992): 95–107. http://dx.doi.org/10.1111/j.1540-4560.1992.tb00886.x.

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Caplan, Robert D., and R. Harrison. "Person-Environment Fit Theory: Some History, Recent Developments, and Future Directions." Journal of Social Issues 49, no. 4 (January 1993): 253–75. http://dx.doi.org/10.1111/j.1540-4560.1993.tb01192.x.

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Shahidan, Athifah Najwani, Siti Norasyikin Abdul Hamid, and Fais Ahmad. "Mediating Influence of Work Engagement between Person-Environment Fit and Adaptive Performance." Journal of Business and Social Review in Emerging Economies 4, no. 1 (June 30, 2018): 17–26. http://dx.doi.org/10.26710/jbsee.v4i1.270.

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ABSTRACT Purpose: The purpose of this paper is to propose a conceptual framework on the mediating influence of Work Engagement (WE) on the relationship between Person-Environment Fit (PE fit) and Adaptive Performance (AP) among nurses at the public hospitals in Malaysia. This paper is designed to focus on three PE fit dimensions, which are Person-Job Fit (PJ fit), Person-Group Fit (PG fit), and Person-Supervisor Fit (PS Fit) and its impact to employee’s adaptive performance by using Work Engagement as a mediator. Design/Methodology/Approach: This is a causal study that has used quantitative methodology to draw propositions about the phenomenon under study. Findings: The finding of the study is supported by two theories which are Theory of Performance (ToP) and Social Exchange Theory (SET). It is expected to produce significant relationship between PE Fit and AP by using a mediator of WE. Implications/Originality/Value: The contribution of the study delivers useful information and adds knowledge to the literature pointing to increase their employees’ performance in public sector. For a practical implication, deep focus should be given to the factors that can enhance employees’ performance especially in public sector to ensure the employees in their organization are fully fitted with their working environment, thus can deliver the best service to customers. Social implication from the study is the application of adaptive performance concept will promote a healthy and positive working environment that can contribute to positive and healthy life in social community and practice fast respond to reduce the patients’ complaints regarding staff performance in public hospitals. Keywords : Adaptive Performance, Work Engagement, Person Environment Fit, Person Job Fit, Person Supervisor Fit, Person Group Fit

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Sarris, Aspa. "Applying Organisational Theory to Isolated, Confined and Extreme Settings." Australian and New Zealand Journal of Organisational Psychology 1 (August 1, 2008): 1–6. http://dx.doi.org/10.1375/ajop.1.1.1.

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AbstractResearch on person–environment fit theory has largely developed within the context of people and organisations in urban settings. There has been little research of this kind within organisations in isolated and confined contexts. The purpose of this article was to examine the implications of person–environment fit theory within the context of the complementary fit and supplementary fit paradigm (Muchinsky & Monahan, 1987), for people working in isolated and remote organisational settings. Using a sample of Antarctic personnel, this study examined the extent to which psychological need fulfilment and subjective fit with Antarctic station culture were equally important in predicting individual attitudes, including satisfaction with being an expedition member, intent to return and willingness to recommend the Antarctic to others. Results showed that gender and subjective fit with Antarctic station culture predicted satisfaction with station membership. Results also showed that subjective fit predicted willingness to recommend the Antarctic as a good place to work, while psychological need fulfilment was not a predictor of any of the outcome variables examined. Results suggest that outcomes such as intention to return (or to stay) may be less relevant in such settings because of the unique and temporary nature of the experience and the work. Results also attest to the need for further development of organisational theories, including person–environment fit theory, using data collected from organisations in isolated, confined and extreme environmental contexts.

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Crist, Janice D., Cheryl Lacasse, Linda R. Phillips, and Jian Liu. "LAWTON’S THEORY OF PERSON-ENVIRONMENT FIT: THEORETICAL FOUNDATIONS FOR DETECTING TIPPING POINTS." Innovation in Aging 3, Supplement_1 (November 2019): S597. http://dx.doi.org/10.1093/geroni/igz038.2218.

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Abstract Caregiving families often experience “tipping points,” changes that forever alter their lives, such as a fall with a fractured femur. Tipping points for older adults can be conceptualized as an interaction between individuals and their environments. According to Lawton’s theory of person-environment fit (Lawton, 1983, 1985), physical and social environments and the person’s behavior are shaped by one another in a dynamic, ever-changing process. For older adults, the relationship between “environmental press,” or the mismatch between the person and his/her environment, and adaptation to that environment is mediated through one’s ability to cope. When stressors in health, cognition, or caregiver availability occur, environmental press may heighten, leading to a tipping point. In this paper the authors clarify how environmental press theory provides a foundation for studying early detection of impending tipping points and facilitating decisional support of families for choosing the right long-term support services at the right time.

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Caplan, Robert D. "Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms." Journal of Vocational Behavior 31, no. 3 (December 1987): 248–67. http://dx.doi.org/10.1016/0001-8791(87)90042-x.

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Kim, May, Galen T. Trail, Jon Lim, and Yu Kyoum Kim. "The Role of Psychological Contract in Intention to Continue Volunteering." Journal of Sport Management 23, no. 5 (September 2009): 549–73. http://dx.doi.org/10.1123/jsm.23.5.549.

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Retaining volunteers is a critical issue for sport organizations utilizing volunteer labor. Based on the theory of planned behavior, the theory of work adjustment, psychological contract theory, two frameworks (person-environment fit and empowerment), and previous empirical results, we proposed and tested three models to explain intention to continue volunteering with 224 volunteers from the Special Olympics State Summer Games. We accepted a model in which Empowerment fully mediated the relationship between Person-Environment Fit and Intention to Continue Volunteering. We also found that Psychological Contract Fulfillment moderated the relationship between Fit and Empowerment.

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Wallace, K. A., and C. S. Bergeman. "Control and the Elderly: “Goodness-of-Fit”." International Journal of Aging and Human Development 45, no. 4 (January 1, 1997): 323–39. http://dx.doi.org/10.2190/t6ac-d0nv-jnk1-xpfm.

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The present study is an investigation of the effects of person-environment fit on control in an elderly population. Person-environment fit theory predicts that a fit or a match between the characteristics of the person and the characteristics of the environment is important in determining positive outcomes. In the present study, a measure of the misfit (i.e., the mismatch) between an individual's perceptions of control and that individual's desire for control was used to predict life satisfaction, depression, and self-reported health. The misfit between these constructs was found to be a significant predictor of depression, suggesting that a person-environment fit model may be important in explaining this outcome variable. In contrast to the hypothesis, misfit did not significantly predict life satisfaction, and only approached significance in the physical health model. Possible interpretations and implications of these findings were discussed, and potential future research directions were suggested.

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Farzaneh, Jaleh, Ali Dehghanpour Farashah, and Mehdi Kazemi. "The impact of person-job fit and person-organization fit on OCB." Personnel Review 43, no. 5 (July 29, 2014): 672–91. http://dx.doi.org/10.1108/pr-07-2013-0118.

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Purpose – Drawing upon the social exchange theory and empowerment theory, the purpose of this paper is to investigate the effect of perceived person-environment fit on organisational citizenship behaviour (OCB). Furthermore, this study assesses the roles of organisational commitment and psychological empowerment (PE) in this relationship. Design/methodology/approach – Respondents of this study were employees of the Iran Northeast Gas Transfer Company. Data were collected through conducting a survey on 500 employees, of which 412 questionnaires were used for further analysis. Confirmatory factor analysis, structural equation modelling, Baron and Kenny's (1986) procedure for examining mediator effect, and finally Zhao and Cavusgil's (2006) technique of evaluating moderator effect were utilised for the analyses. Findings – Results indicated that organisational commitment acts as a mediator between person-job (P-J) fit and person-organisation (P-O) fit and OCB. PE acts as a moderator between organisational commitment and OCB. Practical implications – This research has implications for approaches to human resource management in organisations. Originality/value – This study empirically synthesises the joint effect of P-O fit and P-J fit on a behavioural variable (OCB) in the social context of organisation and explains the mechanism of the effect. The pattern of relationships tested is relatively novel.

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Liao, Pen-Yuan. "Linking Proactive Personality to Well-Being: The Mediating Role of Person-Environment Fit." SAGE Open 11, no. 3 (July 2021): 215824402110401. http://dx.doi.org/10.1177/21582440211040118.

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This study used work adjustment theory to develop a model of linking proactive personality to employee job satisfaction, career satisfaction, and job involvement. This model was tested using two samples. The first sample, collected using a cross-sectional survey, consisted of 278 employees nested in 25 organizations located in Taiwan, including 17 service organizations and eight manufacturing organizations. The second sample, collected using a two-wave survey, consisted of 300 employees nested in 22 organizations located in Taiwan, including eight service organizations and 14 manufacturing organizations. The results of hierarchical linear modeling (HLM) analysis of Sample 1 revealed that person-job fit and person-organization fit fully mediated the effects of proactive personality on job satisfaction and career satisfaction. The results of HLM analysis of Sample 2 revealed that person-job fit and person-organization fit fully mediated the effects of proactive personality on job satisfaction, career satisfaction, and job involvement. Results are offered, and implications are discussed.

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Tang, Zhenya, Leida Chen, and Mark L. Gillenson. "How to keep brand fan page followers? The lens of person-environment fit theory." Information Technology & People 31, no. 4 (August 6, 2018): 927–47. http://dx.doi.org/10.1108/itp-04-2016-0076.

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Purpose 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. Design/methodology/approach 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. Findings 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. Originality/value 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.

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Kaur, Harleen, and Rajpreet Kaur. "The relationship between career adaptability and job outcomes via fit perceptions: A three-wave longitudinal study." Australian Journal of Career Development 29, no. 3 (September 30, 2020): 196–204. http://dx.doi.org/10.1177/1038416220935677.

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Drawing on the career construction theory and person–environment fit theory, the current research aimed to investigate whether career adaptability could enhance job outcomes. Further, the study examined the role of person–job fit as an underlying mechanism explaining the relationship between career adaptability and job outcomes. The data were collected in three waves from 239 Indian banking employees. The results suggest that possessing psychosocial meta-capacities in the form of career adaptability stimulates employees’ self-regulation in achieving a work–environment fit, consequently leading to favourable job outcomes. The current study is the first to validate the psychological pathways linking career adaptability and job outcomes via person–job fit. Study findings carry implications for career practitioners/counsellors to acknowledge the role of career adaptability in regulating individual capacities for career development. Elaborating the interconnection between domains of career and jobs, the study encourages organizations to consider career adaptability for improving fit and job outcomes.

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Bowe, Sarah N. "“Fit” Has a Broader Meaning: Recognizing the Utility of Person–Environment Fit Theory in Residency Recruitment and Selection." Journal of Graduate Medical Education 12, no. 5 (October 1, 2020): 637–38. http://dx.doi.org/10.4300/jgme-d-20-00886.1.

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Mohamed, Mohamed Abdelkarim Murad, and Kamarul Zaman Bin Ahmad. "The moderating effect of Moral Values on the relationship between Authentic Leadership and Organizational Citizenship Behavior in the Police Force." International Conference on Advances in Business, Management and Law (ICABML) 2017 1, no. 1 (December 24, 2017): 229–35. http://dx.doi.org/10.30585/icabml-cp.v1i1.23.

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One of the key issues currently faced by the UAE Police Force is effective leadership. Authentic Leadership is one of the more contemporary theories of leadership and is linked with organizational citizenship behavior (OCB), which is the discretionary behaviors that are not directly stated in the job description. This research also incorporates the theory of person-environment fit, by proposing to examine whether a police employee with high moral values, fits with an authentic leader and a work environment where justice is paramount. Keywords: Authentic Leadership, Justice, Person-environment fit, moral values, OCB

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Zhao, Guozhen, Holly H. Chiu, Hao Jiao, Meng Yu Cheng, and Ying Chen. "The Effect of Person-Team Conscientiousness Fit on Knowledge Sharing: The Moderating Role of Internal Team Environment." Group & Organization Management 46, no. 3 (January 26, 2021): 498–529. http://dx.doi.org/10.1177/1059601120985663.

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Drawing on studies of person-team fit and theory of team-member exchange, we examined the effect of fit versus misfit between a team member’s conscientiousness and his/her team’s composition of conscientiousness on the member’s knowledge sharing. We hypothesized that person-team conscientiousness fit would lead to more knowledge sharing because a member who fits his/her team with respect to conscientiousness tends to have similar achievement striving with the team and low exchange cost. Using the method of polynomial regression in two studies in different regions and research settings, we obtained consistent results that person-team conscientiousness fit is positively associated with a team member’s knowledge sharing. We further found that internal team environment moderates the relationship between person-team conscientiousness fit and knowledge sharing such that it makes the relationship weaker. Our study demonstrated that to better understand the effect of personality on knowledge sharing in teams, it is beneficial to simultaneously consider the interplay among member personality, team personality, and team contexts.

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Lee, Jaeyong, Myung H. Jin, and Geunpil Ryu. "Motivated to Share? Using the Person–Environment Fit Theory to Explain the Link between Public Service Motivation and Knowledge Sharing." Sustainability 13, no. 11 (June 2, 2021): 6286. http://dx.doi.org/10.3390/su13116286.

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Despite the growing evidence that public service motivation (PSM) is an important source of employee outcomes, there is still a dearth of empirical evidence on whether it stirs one’s willingness to share learned knowledge with other members of an organization. The authors explore the mediating role of workers’ perceived fit in a given setting as a causal mechanism through which PSM promotes knowledge-sharing indirectly. Findings based on the primary data of 1048 occupationally diverse employees working in 33 local governments in South Korea show that PSM has a positive impact on knowledge sharing, person–group (P–G) fit, and person–job (P–J) fit, and P–G fit and P–J fit plays a mediating role in improving knowledge sharing, respectively, while person–supervisor (P–S) fit does not. This study interprets these results as suggesting that P–S it should be considered independently from environmental factors in the public organization, as it is derived from the interrelationship between employees and supervisors that began in the hierarchy of the organization, and thus is difficult to be related to other factors. Based on literature review and empirical analysis, this study presents theoretical and policy implications.

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Abdalla, Ikhlas, Awad M. Al-Zufairi, Moudi Al-Homoud, and Ali H. Muhammad. "Fitting in: Different Types of Person-Environment Fit as Drivers of Career Self-management in Kuwait." International Business Research 12, no. 9 (August 26, 2019): 29. http://dx.doi.org/10.5539/ibr.v12n9p29.

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Contributing to emerging efforts to integrate the understudied career self-management (CSM) with person- environment fit research, this study aims to assess the unique effects of person-organization, person-coworkers and needs-supplies fits on employees’ deployment of career advancement strategies. A questionnaire was completed by 548 highly educated young Kuwaitis and self-initiated expatriates (Arab and South Asian) working in medium and large Kuwaiti organizations. The simultaneous effects of the three types of fits is assessed and the findings demonstrate that an increase in person-coworkers fit and decrease in person-organization and needs-supplies fits consistently encourage the deployment of career advancement strategies concerning accessing influential networks, self-promotion, competence building and psychological boundaryless. A relatively more robust effect of person-coworker fit has been detected. It is attributed to the Arab collectivistic culture and to the construct being a career competency and a contextual factor as per the “intelligent career” theory. Interventions should be mindful of the differential effects of different types of fit on CSM. Developing organizational ‘standards of fit’ and CSM skills are essential for individual career development and organizational success. The study provides unique information about the understudied constructs of CSM and person-environment fit in a traditional and high inequality Arab Middle Eastern country, and infers the causes of the inconsistent effects of contextual factors reported by previous studies. 

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Hanna, Alexis, Daniel Briley, Sif Einarsdóttir, Kevin Hoff, and James Rounds. "Fit gets better: A longitudinal study of changes in interest fit in educational and work environments." European Journal of Personality 35, no. 4 (May 21, 2021): 557–80. http://dx.doi.org/10.1177/08902070211014022.

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Theories of person–environment fit describe a dynamic process in which fit should improve over time due to changes in a person’s attributes, the environment, or both. Although these ideas are central in several theoretical perspectives, they have largely gone untested. Here, we report a longitudinal examination of interest congruence (i.e. interest fit) across 12 years during the transition from education to the workforce. The study uses four methods to capture interest congruence and the drivers of fit change: growth models, latent congruence models, person and environment latent difference scores, and piecewise growth models based on environmental transitions. Each method uses a different lens to understand interest congruence in educational and work domains. Across methods, three results were typically found: (1) interest congruence improved over time in school and at work, (2) participants’ interests often predicted educational and work changes, and (3) participants’ interests rarely changed in response to their environment. These results support a dynamic conceptualization of fit and suggest that selection—rather than socialization—is the main mechanism through which individuals achieve better interest fit during young adulthood. Other implications are discussed for theory development and the applied use of interest assessments.

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Kosciulek, John F. "Advances in Trait-and-Factor Theory: A Person x Environment Fit Approach to Rehabilitation Counseling." Journal of Applied Rehabilitation Counseling 24, no. 2 (June 1, 1993): 11–14. http://dx.doi.org/10.1891/0047-2220.24.2.11.

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This article illustrates how the trait-and-factor approach is still useful in rehabilitation counseling. An overview of trait-and-factor theory is provided along with its rehabilitation counseling applications and limitations. The person x environment (P x E) fit approach, an updated perspective on trait-and-factor counseling that overcomes previous limitations, is also presented. The rehabilitation literature supports the use of an ecological, P x E approach in service provision to persons with disabilities. An awareness of the P x E trait-factor approach will encourage more individualized and comprehensive rehabilitation counseling services.

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Rounds, James B., RenéV Dawis, and Lloyd H. Lofquist. "Measurement of person-environment fit and prediction of satisfaction in the theory of work adjustment." Journal of Vocational Behavior 31, no. 3 (December 1987): 297–318. http://dx.doi.org/10.1016/0001-8791(87)90045-5.

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Xiao, Yuyin, Minye Dong, Chenshu Shi, Wu Zeng, Zhenyi Shao, Hua Xie, and Guohong Li. "Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai." PLOS ONE 16, no. 4 (April 27, 2021): e0250693. http://dx.doi.org/10.1371/journal.pone.0250693.

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Objectives Using the person-environment (PE) fit theory, this study aims to explore factors affecting medical professionals’ job satisfaction, turnover intention, and professional efficacy, and to examine individual characters associated with PE fit. Design and methods This study used data from the sixth National Health Service Survey conducted in 2018, with a focus on job outcomes among medical professionals in Shanghai. The reliability and validity of the tools for measuring PE and job outcomes were calculated. A structural equation model was used to examine the relationship among person-job (PJ) fit and person-group (PG) fit, job satisfaction, turnover intention, and professional efficacy. Finally, a hierarchical regression model was used to analyze the association between demographic variables and the PJ and PG fit. Results PG fit was directly and positively associated with job satisfaction and professional efficacy. PJ fit had a direct and positive association with job satisfaction but had a direct and negative association with turnover intention. The indirect association of PJ fit with turnover intention was statistically significant. The results from the hierarchical regression analysis showed that younger physicians generally had a lower level of PJ fit and older physicians with higher education tended to have a lower level of PG fit. Conclusions Medical professionals with higher PJ or PG fit have higher job satisfaction, and those with higher PG fit have higher professional efficacy. The impact of PJ fit on turnover intention was mediated by job satisfaction. Healthcare managers should take actions to effectively promote medical professionals’ PJ and PG fit to improve their retention and efficiency.

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Ingerson, Lynley, and Michael L. Naraine. "Through the Hoop: Understanding the Person-Job-Organization-Environment Fit Theory to Attract Sport Managers to a New NBA Franchise." Case Studies in Sport Management 8, S1 (January 1, 2019): S7—S14. http://dx.doi.org/10.1123/cssm.2019-0001.

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This case study explores the elements of fit between individuals, job opportunities, an NBA franchise, and its environment. Developing the right job descriptions for attracting a talented team of sport managers to Buffalo, who are capable of managing the highly competitive Buffalo Braves basketball franchise, is fundamental to getting the fit right. The focus of this case includes exploring motives and rewards for the various management roles devised, understanding the concept of ‘fit’ in hiring talented and innovative sport managers, developing clear responsibilities, and effectively aligning the expectations within a psychological contract between each new management role and organization at the Buffalo Braves.

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Arias, Víctor B., Antonio M. Amor, Miguel A. Verdugo, María Fernández, Benito Arias, and Alba Aza. "Toward a Better “Person–Environment Fit” through Items Calibration of the SIS-C." International Journal of Environmental Research and Public Health 17, no. 10 (May 15, 2020): 3471. http://dx.doi.org/10.3390/ijerph17103471.

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The Supports Intensity Scale–Children’s Version (SIS-C) is the only available tool to assess extraordinary support needs for children and adolescents with intellectual disability. In past years, several works have proclaimed the need for its ongoing improvement as a measurement instrument. To contribute to this line of research, the goal of this work is to analyze the reliability of the SIS-C and its usefulness to distinguish between different levels of intensity of support needs. To address this, 814 children and adolescents with intellectual disability (M = 11.13 years; SD = 3.41) were assessed using the SIS-C Spanish version. Item response theory analyses were conducted to estimate latent scores and assess measurement quality along the support needs continuum. The SIS-C items showed good overall discrimination and information values, and none showed problems that required their removal or modification. However, all the scales composing the SIS-C showed problems in discerning high levels of intensity of support needs, especially for children and adolescents with severe/profound intellectual disability. This ceiling effect may be an obstacle for both research and practice involving the SIS-C. Implications for research and practice are discussed, and future lines of research for improving the SIS-C are provided.

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Yu, Kang Yang Trevor. "Affective influences in person–environment fit theory: Exploring the role of affect as both cause and outcome of P-E fit." Journal of Applied Psychology 94, no. 5 (2009): 1210–26. http://dx.doi.org/10.1037/a0016403.

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Van Haitsma, Kimberly, Katherine M. Abbott, Annabelle Arbogast, Lauren R. Bangerter, Allison R. Heid, Liza L. Behrens, and Caroline Madrigal. "A Preference-Based Model of Care: An Integrative Theoretical Model of the Role of Preferences in Person-Centered Care." Gerontologist 60, no. 3 (June 1, 2019): 376–84. http://dx.doi.org/10.1093/geront/gnz075.

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Abstract Knowledge of individuals’ everyday preferences is a cornerstone of person-centered care (PCC). Initial evidence demonstrates the positive impact of honoring preferences in care for older adults receiving long-term services and supports (LTSS). Yet, the mechanisms through which preference-based care affects individual well-being remain poorly understood. This article proposes a theoretical model of PCC entitled the Preference-Based Model of Care that integrates the Theory of Human Motivation, Self-determination Theory, the Competence-Press Model of person and environment fit, the Living Systems Framework, and the Broaden-and-Build theory of positive emotions to deepen our understanding of the processes through which preference-based care affects well-being among older adults receiving LTSS. The Preference-Based Model of Care illustrates how goal-directed behaviors facilitate need fulfillment through the expression of individual preferences and how these behaviors mediate the relationship between person–environment fit and affect balance within a particular social, cultural, and political context. The Preference-Based Model of Care can advance research on PCC in LTSS and can inform LTSS clinical practice guidelines for older adults, regardless of functional or cognitive capacity.

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White, David R., Michael J. Kyle, and Joseph Schafer. "Police officer self-legitimacy: the role of organizational fit." Policing: An International Journal 43, no. 6 (October 14, 2020): 993–1006. http://dx.doi.org/10.1108/pijpsm-03-2020-0035.

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PurposePolice 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.Design/methodology/approachThe 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.FindingsFindings 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.Originality/valueOur 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.

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Feldman, Kenneth A., John C. Smart, and Corinna A. Ethington. "Major Field and Person-Environment Fit: Using Holland's Theory to Study Change and Stability of College Students." Journal of Higher Education 70, no. 6 (November 1999): 642. http://dx.doi.org/10.2307/2649169.

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Feldman, Kenneth A., Corinna A. Ethington, and John C. Smart. "A Further Investigation of Major Field and Person-Environment Fit: Sociological versus Psychological Interpretations of Holland's Theory." Journal of Higher Education 72, no. 6 (November 2001): 670. http://dx.doi.org/10.2307/2672899.

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Rocconi, Louis M., Xiqian Liu, and Gary R. Pike. "The impact of person-environment fit on grades, perceived gains, and satisfaction: an application of Holland’s theory." Higher Education 80, no. 5 (March 13, 2020): 857–74. http://dx.doi.org/10.1007/s10734-020-00519-0.

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Palframan, Jason T., and Brian L. Lancaster. "Workplace Spirituality and Person–Organization Fit Theory: Development of a Theoretical Model." Journal of Human Values 25, no. 3 (August 21, 2019): 133–49. http://dx.doi.org/10.1177/0971685819861216.

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This article advances the theoretical and practical value of workplace spirituality by drawing on person–organization (PO) fit theory and transpersonal psychology to investigate three questions: (a) What antecedents lead individuals and organizations to seek and foster workplace spirituality? (b) What are the perceived spiritual needs of individuals, and how are those needs fulfilled in the workplace? and (c) What are the consequences of meeting spiritual needs as individuals perceive them? Using constructivist grounded theory, analysis of interview data from thirty-four participants located in organizations across the Netherlands, Ireland, the United Kingdom, and Portugal led to development of a workplace spirituality, PO fit model in which we propose reconciling self as a core factor of workplace spirituality. We note how through the process of reconciling self, workplace spirituality is related to meaning making and how an individual perceives their work environment as conducive to self-expression and inner purpose. Practical and theoretical implications are discussed, as are limitations of the study and ideas for future research.

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Murray, Joseph L., and Page M. Hall. "The Student Activities Interest Questionnaire: Relating Holland's Vocational Theory to Student Involvement." Journal of College Student Retention: Research, Theory & Practice 2, no. 4 (February 2001): 355–65. http://dx.doi.org/10.2190/gxj9-bkwp-q0hg-84a0.

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Both campus involvement and person-environment fit have been identified as factors predicting students' persistence in college. The Student Activities Interest Questionnaire (SAIQ) was developed in order to assist students in identifying campus involvement opportunities that match their personal interests, based on a classification system corresponding to Holland's hexagonal model of occupational preference. In this article, the authors describe the construction and validation of the instrument, and discuss its potential uses in promoting student retention.

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Ho, Violet T., and Marina N. Astakhova. "Disentangling passion and engagement: An examination of how and when passionate employees become engaged ones." Human Relations 71, no. 7 (November 10, 2017): 973–1000. http://dx.doi.org/10.1177/0018726717731505.

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While anecdotal industry evidence indicates that passionate workers are engaged workers, research has yet to understand how and when job passion and engagement are related. To answer the how question, we draw from person-environment fit theory to test, and find support for, the mediating roles of perceived demands–abilities (D–A) fit and person–organization (P–O) fit in the relationships between passion and job engagement, and between passion and organizational engagement, respectively. Also, because the obsessive form of passion is contingency-driven, we answer the when question by adopting a target-similarity approach to test the contingent role of multi-foci trust in the obsessive passion-to-engagement relationships. We found that when obsessively passionate workers trust their organization, they report greater levels of organizational engagement (because of increased P–O fit). In contrast, when these workers trust both their co-workers and supervisor simultaneously, they report greater levels of job engagement (because of increased D–A fit).

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Weil, Joyce. "DEVELOPMENT AND PSYCHOMETRIC TESTING OF THE PERSON-PLACE FIT MEASURE FOR OLDER ADULTS." Innovation in Aging 3, Supplement_1 (November 2019): S602. http://dx.doi.org/10.1093/geroni/igz038.2238.

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Abstract Person-environment fit models are at the core of gerontological theory and practice. The Person-Place Fit Measure for Older Adults (PPFM-OA) was developed to capture key place domains arising from the expansion of aging in place and age-friendly concepts across the continuum of care, increasingly diverse older populations, and the changing meaning of place. The goal of this study was to create a validated measure to assess “fit”. Data from in-depth interviews, focus groups, review of literature and existing comparable measures, and cognitive interviewing created an initial instrument of 90 items. Through the use of a Delphi panel of experts, 60 items were selected and tested in the final measure on Mechanical Turk (MTurk). Results from a sample of persons 60 and older are discussed. Findings from psychometric testing of the PPFM-OA measure are reported. These findings show the final, further-reduced-item version of the Person-Place Fit Measure for Older Adults has good internal consistency and validity. Both this measure and its development process can advance understanding and measurement of place models.

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Riedo, Valerie, Nils Daniel Kraiczy, and Andreas Hack. "Applying Person‐Environment Fit Theory to Identify Personality Differences between Prospective Social and Commercial Entrepreneurs: An Explorative Study." Journal of Small Business Management 57, no. 3 (November 8, 2017): 989–1007. http://dx.doi.org/10.1111/jsbm.12377.

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Greguras, Gary J., and James M. Diefendorff. "Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory." Journal of Applied Psychology 94, no. 2 (March 2009): 465–77. http://dx.doi.org/10.1037/a0014068.

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Namini, Sussan, Claudia Appel, Ralph Jürgensen, and Sebastian Murken. "How is Well-Being Related to Membership in New Religious Movements? An Application of Person-Environment Fit Theory." Applied Psychology 59, no. 2 (April 2010): 181–201. http://dx.doi.org/10.1111/j.1464-0597.2009.00377.x.

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Graczyk-Kucharska, Magdalena, and G. Scott Erickson. "A person-organization fit Model of Generation Z: Preliminary studies." Journal of Entrepreneurship, Management and Innovation 16, no. 4 (2020): 149–76. http://dx.doi.org/10.7341/20201645.

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The study looks at developing a person-organization fit model based on the unique characteristics of the new generational cohort, Generation Z, now entering the workforce. Theory suggests competitive advantage may come to a firm based on its unique human capital, the human resources it employs and develops. Further, organizations will be more successful in attracting the valuable employees they seek if they can provide a workplace appealing to them in terms of organizational values, culture, and other aspects that may also include more familiar enticements such as pay and benefits. To address the gap, this pioneering study investigates the context of person-organizational culture for the Z Generation entering the labor market. The key questions answered by the authors when describing the Person-Organization Fit Framework for Generation Z include the differences in how organizational culture appeals to Gen Z men and Gen Z women. The research results are presented in three steps: an analysis of workplace environment elements for Gen Z, correlation analysis between the workplace environment elements required by Gen Z, and presentation of a Person-Organization Fit Framework for Gen Z. From a sample of 3393 students at technological secondary schools in the Wielkopolska Region, the survey results provided evidence of the workplace preferences for this cohort. In addition, results were further analyzed for differences in gender and intended profession. For this region, Generation Z has variable individual needs and wants, some of which can be easily identified (gender, profession) but some of which may be less clear. These research results may be used for designing appealing workplaces taking into account person-organization needs for young people. Based on this novel research, organizations employing the resulting work framework for Gen Z will be better prepared to consider the nature and communication of what they have to offer as well as how they can be flexible in adapting these offerings to unique individuals.

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Xiao, Jincen, Jih-Yu Mao, Sihao Huang, and Tao Qing. "Employee-Organization Fit and Voluntary Green Behavior: A Cross-Level Model Examining the Role of Perceived Insider Status and Green Organizational Climate." International Journal of Environmental Research and Public Health 17, no. 7 (March 25, 2020): 2193. http://dx.doi.org/10.3390/ijerph17072193.

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Employee green behavior has received considerable attention in recent years because of its contribution to an organization’s environmental performance. However, little is known about how personal and organizational factors can simultaneously affect employee voluntary green behavior. The present study draws on person-environment fit theory to investigate how and when employee voluntary green behavior can be facilitated by employee-organization fit. Based on a time-lagged survey study of 413 employees from three different manufactures of chemical products, the present study discovers a positive relationship between employee-organization fit and employee voluntary green behavior, and this relationship is mediated by perceived insider status. Moreover, the relationship between perceived insider status and voluntary green behavior is strengthened when employees perceive a green organizational climate. Insights for theory, practice, and future research are also discussed.

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Wu, Tung-Ju, Jia-Ying Gao, Lian-Yi Wang, and Kuo-Shu Yuan. "Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being." International Journal of Environmental Research and Public Health 17, no. 10 (May 25, 2020): 3711. http://dx.doi.org/10.3390/ijerph17103711.

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Polychronicity refers to the preference of some individuals to structure their time in order to deal with multiple tasks simultaneously in a short period of time. Past research regarding the correlation between individual polychronicity and performance presented distinct arguments. Although most studies supported a positive correlation with performance, empirical findings showed inconsistent results, indicating the presence of other influencing factors. According to the person–environment fit theory and self-determination theory, the effect of polychronicity on job performance was verified and the mediation effect of well-being was tested in this study. Dual-mode questionnaires were collected from 532 subordinators and their direct supervisors in 98 chain restaurants and hierarchical regression analysis was performed to test the research hypotheses. The results showed that polychronicity positively affected well-being, that is, well-being was a full mediator between polychronicity and job performance. This study provides valuable insight for managers to understand employee polychronicity and, in turn, improve their well-being, which could help improve job performance.

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Flurry, Laura Ann, and Krist R. Swimberghe. "The affluenza epidemic: consequences of parent-child value congruence in a material world." Journal of Consumer Marketing 38, no. 2 (January 27, 2021): 201–10. http://dx.doi.org/10.1108/jcm-04-2019-3159.

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Purpose The purpose of this research is to offer a theoretical explanation for the perpetuation of materialistic values among adolescents. In a recent survey by the Pew Research Center (2019), adolescents in America say that having a lot of money is more important to them in their future than getting married or having children. This research answers the call for a theoretical explanation for the perpetuation of materialistic values among adolescents. Using person–environment fit (P-E fit) theory, this study argues that it is not the content of the values, but rather the fit between a person’s value priorities and the values prevailing in the environment which is crucial to well-being. Design/methodology/approach A national online panel was used to collect cross-sectional survey data from 278 families (adolescents aged 13–18 and their parents). Findings Findings indicate that adolescents in congruent value households express significantly greater life satisfaction and less depressed mood than adolescents in conflict value households. In fact, materialistic adolescents living in materialistic households expressed the greatest life satisfaction, a finding which contrasts with the current claims that materialism uniformly causes anxiety and depressed mood. Research limitations/implications To the best of the authors’ knowledge, this study is the first to test person–environment fit theory in the context of the family and to offer this theory as a viable explanation of affluenza among America’s youth. The results of this study support the P-E fit theory and suggest that materialism is not universally associated with negative well-being, but rather that adolescents’ well-being is a function of the congruency of an adolescent’s values to his/her family environment. Social implications While materialistic socialization within the family does enhance the well-being of adolescents temporarily, it may also set adolescents up for a lifetime of harmful expectations from the pursuit money. A consistent pattern of overconsumption as a reward to adolescents may later produce materialistic adults who suffer from financial difficulties and mental health disorders. Disproportionate consumption further leads to environmental pollution. Originality/value No study to date has examined the impact of value congruence in the household (parent-child), as it pertains to the development of materialism in adolescents and its effects on adolescents’ well-being. This study suggests that highly materialistic adolescents can experience happiness from the pursuit of consumption. This offers insight into how a value deemed as detrimental as materialism continues to permeate in our society.

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Hong, Liang, Hongyan Yu, Yubing Yu, Peipei Liang, and Junjie Xu. "The Role of Customer-Task Fit Between Service Interaction and Value Co-Creation." Journal of Global Information Management 29, no. 6 (November 2021): 1–15. http://dx.doi.org/10.4018/jgim.20211101.oa44.

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As a new value creation phenomenon, value co-creation has been widely concerned by academia and industry. Companies begin to invest significant resources and build information exchange platform to interact with customers in order to gain competitive advantage. However, prior research has ignored the underlying mechanism by which service interaction might improve value co-creation. Based on the person-environment fit theory, an attempt is made to investigate the intervening role of customer-task fit, which include demand-ability fit and needs-supply fit to explain the above linkage. With 509 customer questionnaires collected from China, the results showed that service interaction has both direct and indirect effect on value co-creation, and needs-supply fit partially mediate the relationship of service interaction and value co-creation. In addition, results supported the serial mediation model where service interaction was found to exercise its influence on value co-creation via demand-ability fit and needs-supply fit in a sequential manner.

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KILIÇ AKINCI, Sevcan. "INFLUENCE OF PERSON-ORGANISATION-FIT ON WORK ENGAGEMENT THROUGH ENHANCED JOB SATISFACTION: TEST OF SOCIAL IDENTITY THEORY." Business & Management Studies: An International Journal 6, no. 3 (November 29, 2018): 315–30. http://dx.doi.org/10.15295/bmij.v6i3.335.

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This study extends Social Identity Theory by examining the link between Person-Organisation fit (POF) and Work Engagement (WE) through enhanced Job Satisfaction (JS) and testing it in a non-US environment. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies; 10 different industry types. Data was analysed with Structural Equation Modelling. It was found that POF was positively related to WE, and secondly Job Satisfaction (JS) was (positively) related to WE. Results also showed that job satisfaction acted as a mediator between POF and WE and it mediated as high as 70 % of the effect of POFs. This study supports the research stream that JS was a predictor of work engagement. The results confirmed the applicability of Social Identity Theory in a Turkish context and advocates that employees who fit to organisation more are more likely to have job satisfaction and repay this to the organisation through higher levels of engagement.

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Kim, Si Hyun, M. Fernanda Wagstaff, and Giacomo Laffranchini. "Does humane orientation matter? A cross-cultural study of job characteristics needs-supplies fit/misfit and affective organizational commitment." Cross Cultural & Strategic Management 28, no. 3 (February 18, 2021): 600–625. http://dx.doi.org/10.1108/ccsm-08-2020-0171.

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PurposeDrawing from job characteristic theory and person-environment fit theory, the authors examine the relationship between job characteristics needs-supplies fit/misfit and affective organizational commitment across countries and how humane orientation moderates this relationship.Design/methodology/approachTo test the authors’ hypotheses, the authors conducted a number of multilevel polynomial regressions with three-dimensional surface analyses on a sample of 19,049 employees from 24 countries drawn from the International Social Survey Program (ISSP) 2005.FindingsResults indicate that job characteristics needs-supplies fit is positively related to affective organizational commitment, while job characteristics needs-supplies misfit is negatively related to affective organizational commitment. In addition, results reveal that humane orientation is relevant to increasing affective organizational commitment when external rewards job characteristics needs are higher than external rewards job characteristics supplies.Originality/valueThese results weaken the universality of job characteristics and call for a departure from a one-size-fits-all approach to human resources.

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Journal articles on the topic 'Person-environment fit theory'

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