The role of fit on emotive strategy and its outcomes: an analysis of street-level bureaucrats

It has been observed in many organizations that some employees feel unsatisfied with their work, the justification behind the dissatisfaction could be due to various reasons such as skills and abilities of an employee if not match with the job or task requirements or the work assigned is not according to individual capabilities. As far as the previous studies are concerned, it is revealed that person job fit, and person organization fit have a significant positive relationship with job satisfaction. Thus, in this regard, this study was conducted to examine the relationship between person-job fit, and person-organization fit on job satisfaction. To gather the primary data, a questionnaire was adopted from previous similar published studies. The data were collected from employees working at Aspin Pharma, a pharmaceutical company in Karachi, Pakistan. The total number of study sample was 313 employees out of which 173 useable responses were employed for data analyses. In addition, this research study has adopted a descriptive survey design, and which utilized primary data to obtain information on the study variables. The method of the research is mono method, and the examination of the study is based in quantitative research through descriptive statistics to measure the multi-dimension of employee satisfaction, person job fit, and person organization fit. To conclude, the result reveals that Person Job Fit as well as Person Organization Fit have a significant relationship with job satisfaction. The study findings will be useful for managerial decision makers to improve person job and organization fit dimensions in their organization to enhance employee satisfaction and work productivity.

PurposeThe purpose of this paper is to explore the relationship between fit (organization and job) perceptions and work engagement (WE).Design/methodology/approachThe authors deployed a two-wave survey among 377 clerical employees of the specialist lending division of a large UK bank, with the waves separated by 12 months.FindingsThe results show a positive relationship between person organization (PO) and person job (PJ) fit perceptions (at Time 1) and WE (at Time 2). Job satisfaction (JS) and affective commitment (AC) dual-mediate these relationships. The effect of PO fit on WE manifests primarily via AC, while the effect of PJ fit manifests primarily via JS.Practical implicationsThe study indicates that organizations should consider the fit of employees to their jobs and the organization when designing interventions intended to increase WE. Also, potential synergies exist between organizational interventions designed to influence employee attitudes focused on similar units of analysis: e.g., PJ fit with JS or PO fit with AC.Originality/valueThis study provides the first investigation of the dual-mediation, via JS and AC, of the effects of both PJ and PO fit on WE. Furthermore, the use of a time-lagged design strengthens the evidence for the novel hypotheses of this study and enables verification of findings in the extant literature.

The purpose of this study is to identify the structural relationship between person-job fit, emotional labor, emotional exhaustion, turnover intention and moderating effect of perceived organizational support of work for hotel employees. Total 300 copies were distributed to employees who worked in five hotel and 285 samples were used for the empirical analysis. First, the person-job fit had a significant positive(+) effect on deep acting. Second, the surface acting had a significant negative(-) effect on the emotional exhaustion, and the deep acting had a significant positive effect(+) on the emotional exhaustion. Third, the surface acting had a significant negative(-) effect on the turnover intention, and the deep acting had a significant positive effect(+) on the turnover intention. Firth, the relationship between emotional labor and emotional exhaustion differed according to the level of perceived organizational support by hotel employees. Lastly, the relationship between deep acting and turnover intention differed according to the level of perceived organizational support by hotel employees. We suggest the need for ways to reduce the emotional exhaustion and turnover intention of hotel employees who are exposed to emotional labor. Our findings confirmed the importance of effective management through perceived organizational support as well as coping with the employees' negative behavior in a desirable manner.

OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS: The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS: The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. Moreover, the findings revealed that POF and PJF explain the intervening mechanism (mediation) between HRMP and turnover intention. CONCLUSIONS: This study shows that IT professionals’ turnover intention is affected by their perceptions of HRMP, POF, and PJF. The study has further extended our understanding of the mediating mechanism involved between HRMP and turnover intention. This study suggests that organisations need to implement HRMP that not only enhances IT professionals’ knowledge, skills, and abilities but also strengthens their congruence with the values and goals of the organisations.

Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization, as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effect on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.

Person-Environment (PE) fit has been found to have significant implications for employee attitudes and behaviors. Most research to date has approached PE fit as a static phenomenon, and without examining how different types of PE fit may affect each other. We address these shortcomings by adopting a temporal approach to fit, examining relationships between two types of PE fit over time: Person-Organization (PO) and Person-Job (PJ) fit. We further examine the role of leader-member exchange (LMX) in influencing how PO and PJ fit are related to each other over time, and in affecting subsequent turnover. Analyzing data taken in three successive waves (T1; T2 one year later; T3 two years later) from a sample of 160 employees working in an elderly care organization in the Netherlands, we find that PO fit at T1 is positively associated with PJ fit at T2, but only for employees in high-quality LMX relationships. In addition, the needs-supplies dimension of PJ fit at T1 is positively associated with PO fit at T2, only for high-quality LMX. Higher needs-supplies fit at T2 is associated with lower turnover at T3. In contrast, the demands-abilities dimension of PJ fit at T1 is negatively associated with PO fit at T2. Among employees in high-quality LMX relationships, this dimension of PJ fit at T2 is associated with higher turnover at T3.

The purpose of this study is to explore the relationships between person-organisation (PO) fit, person-job (PJ) fit, employee engagement, organizational citizenship behaviour (OCB) and employee performance. PO fit refers to opinions among employees abouthow well their unique traits are blended into the organizational culture, while PJ fit relates to the alignment between the employees interests and expertise and their job requirements.In different studies, the results of PO fit and PJ fit have a positive effect on organizational commitment, job satisfaction, and OCB. In addition, the role of employee engagement is also important to these the relationships. Employees involved in the organisation will have a special desire to lead to organizational progress, expressing high energy, motivation, intensity and anticipation in line with organizational objectives. Despite being an interesting topic in the science of management, there are still a few who examine these relationships. In-depth, the results of this study can provide the meaningful inputs to the work environment.

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. 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. 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. 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.

The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the context of different countries and organisational settings. The theoretical and practical implications, research limitations and directions for future research are provided.

Money or fit? The tradeoff of intrinsic and extrinsic variables in hospitality managers' job choice

ObjectivesUsing 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 methodsThis 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.ResultsPG 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.ConclusionsMedical 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.

Educational institutions show their activities in an intense environment and lead the generations that will be the architects of the future. Considering the importance of education, it is important for academics to transfer their knowledge and experience to students by blending them with scientific data in this intense environment. However, in order for educational process to work efficiently, it is thought that the harmony of the person with his job and organization is the main point to be emphasized. In this context, this research aimed to determine the person-organization and Person-Job Fit of academics, to determine the relationship between these two variables, and to determine the predictive role of person-to-job fit on Person-Organization Fit working in the field of education. In this study, which was carried out in the relational screening model, the opinions of 403 academics were taken voluntarily. The “Personal Information Form” created by the researchers as a data collection tool in the research, and the “Person-Organization Fit Scale” developed by Netemeyer et al. (1997) and adapted to Turkish culture by Turunç and Çelik (2012) to measure the Person-Organization Fit and “Perceived Person-Job Fit Scale”, adapted to Turkish culture by Yaşar (2009) by benefiting from the researches of Cable and Judge (1996) and Saks and Ashforth (1997) was used to measure perceived Person-Job Fit. As a result of the analyzes made; It has been seen that there is a positive relationship between Person-Organization Fit and Person-Job Fit, and Person-Job Fit is a predictor of Person-Organization Fit. In addition, it was determined that the person-to-work and Person-Organization Fit of the academics were above the medium level. When the scale of Person-Organization Fit is examined, there is no difference in terms of gender, academic title and department of duty, but a significant relationship has been determined according to marital status. When the Person-Job Fit Scale was examined, it was determined that there was no relationship according to gender and the department, and there was a significant difference according to marital status and academic title.

This research aims to determine the influence of person-job fit and person-organization fit on turnover intention with employee engagement as an intervening variable. This research is quantitative research with an explanatory type of research. The sample used was 114 respondents who were employees of the sales promoter division of Realme Big Jember using a simple random sampling technique. The data collection method used a questionnaire and then analyzed using the SEM-PLS method via SmartPLS 3. The results of the study stated that 1) Person job fit did not affect turnover intention, 2) Person job fit affected employee engagement, 3) Person organization fit affected turnover intention, 4) Person organization fit influences employee engagement, and 5) Employee engagement does not influence turnover intention. Another conclusion regarding the indirect influence of employee engagement is that it is unable to mediate the influence of person-job fit and person-organization fit on turnover intention.

The purpose of this study aimed to investigate the relationships among emotional regulation stratrgies, emotional exhaustion, turnover intention and customer orientation, using data from 340 female home- study teachers through structural equation model(SEM). Service workers tends to perform surface or deep acting as emotional regulation strategy during interaction with their customers. Thus, surface and deep acting may affect differently on emotional exhaustion, turnover intention and customer orientation. The results were as follows; First, surface acting was positively related to emotional exhaustion while deep acting was negatively related. Second, emotional exhaustion influenced positively on turnover intention, and negatively on customer orientation. Third, emotional exhaustion fully mediated the relationship between surface acting and turnover intention and customer orientation. It also fully mediated the relationship between deep acting and turnover intention while partially mediated the relationship between deep acting and customer orientation. Finally, the moderating effects of social support on the relationship between emotional exhaustion and turnover intention were examined. Contrary to our expectation, the moderating effects of supervisor and peer group support showed opposite buffering effect on the relationship between emotional exhaustion and turnover intention.

The purpose of this study aimed to investigate the relationships among emotional regulation stratrgies, emotional exhaustion, turnover intention and customer orientation, using data from 340 female home- study teachers through structural equation model(SEM). Service workers tends to perform surface or deep acting as emotional regulation strategy during interaction with their customers. Thus, surface and deep acting may affect differently on emotional exhaustion, turnover intention and customer orientation. The results were as follows; First, surface acting was positively related to emotional exhaustion while deep acting was negatively related. Second, emotional exhaustion influenced positively on turnover intention, and negatively on customer orientation. Third, emotional exhaustion fully mediated the relationship between surface acting and turnover intention and customer orientation. It also fully mediated the relationship between deep acting and turnover intention while partially mediated the relationship between deep acting and customer orientation. Finally, the moderating effects of social support on the relationship between emotional exhaustion and turnover intention were examined. Contrary to our expectation, the moderating effects of supervisor and peer group support showed opposite buffering effect on the relationship between emotional exhaustion and turnover intention.