Abstract
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.
Highlights
Previous research indicated that individual preference regarding time management is affected by organizational culture, personal experience, and the work environment, further influencing work attitudes, behaviors, and performance [1,2,3,4]
This study aimed to clarify the correlation between polychronicity and performance using the “fit” approach in employees and supervisors of chain restaurants while using psychological condition theory to discuss how person–environment polychronicity fit affects individual job performance with regard to well-being
Since employees with positive well-being are loyal to their organizations, show a strong sense of honor and work autonomy, and unconditionally invest more time and energy, we proposed that H2: well-being would show a significant positive relationship with job performance
Summary
Previous research indicated that individual preference regarding time management is affected by organizational culture, personal experience, and the work environment, further influencing work attitudes, behaviors, and performance [1,2,3,4]. The modern workplace has gradually approached a multitasking philosophy [4,5], requiring employees to deal with several tasks simultaneously. Research revealed that the current organizational culture and individual work processing encouraged multitasking [2,6,7,8]. Multitasking results in terms of individual performance did not present a consistent conclusion, possibly because the studies ignored the importance of individuals’ use of time, thereby not necessarily proving that multitasking was directly related to performance, and the person–environment fit was not taken into account. Prior studies discussed the concept of person–job fit in regard to multitasking research, most include single-adaptive aspects, such as person–job fit or person–team fit [2,5,6,9], whereas “fit” is a multidimensional
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