Complementary Fit Research Articles

If you fit, you commit? The relationship between the organizational climate and employees’ commitment: the moderating role of the person-environment fit

PurposeBased on the theory of organizational socialization, this article broadens the knowledge in the field of organizational commitment by determining the relationship between the organizational climate (OC) and the employees’ commitment, as well as the moderating role of the person-environment (P-E) fit.Design/methodology/approachWe conducted quantitative research using three psychometric questionnaires. We investigated a large sample (N = 1,032) of employees hired in Poland.FindingsWe found strong relationships between the OC, the employees’ fit and their commitment. Moreover, both supplementary and complementary fit significantly moderated the relationships between the majority of climate dimensions and, especially, affective commitment. Interestingly, highly fitted employees with longer tenure showed a stronger relationship between material climate dimensions and commitment compared to similarly fitted newcomers, for whom the most important were relationships with co-workers and superiors.Research limitations/implicationsWe analyzed only a subjective fit among employees working in Poland. Although it was beneficial for developing the OC knowledge of non-American sample, the results require cautious generalization.Practical implicationsAssessing a candidate’s fit with the organization through detailed interviews, behavioral questions or practical tasks during the selection process can improve candidates' and employees’ P-E fit. A better fit can increase commitment, even if the OC or other factors are not perfect. Socialization tactics aimed at strengthening the fit can facilitate better alignment with the climate and higher commitment among employees with longer tenure.Originality/valueThis study is the first to empirically verify the moderating role of the P-E fit on the relations between OC and organizational commitment. It also considers the comparison between more experienced employees and newcomers.

Navigating diversity in supply chain relationships: building trustworthiness through complementary and supplementary fits

PurposeSupply chain (SC) professionals are increasingly working alongside business partners of diverse backgrounds, which has been argued to engender both innovation and creativity but also found as potentially detrimental to SC relationships and performance. To reconcile these views, this study explores two mechanisms – supplementary (similarity) and complementary fits – at the surface (observable traits) and deep (unobservable characteristics) levels and their impact on a focal firm representative’s perception of a SC partner’s trustworthiness.Design/methodology/approachModel was tested using survey data from 285 managers involved in interorganizational SC relationships.FindingsResults indicate that a focal firm representative’s perception of supplementary and complementary fits with a SC partner positively impacts their perception of the partner’s trustworthiness. However, the effects of similarity at both surface and deep levels and complementarity weaken each other.Practical implicationsUnderstanding the mechanisms of diversity in SC relationships is crucial for fostering trustworthiness and achieving organizational objectives. Firms should evaluate both supplementary and complementary fits when hiring or assigning roles. Embracing a complementary fit not only promotes diversity but also mitigates the negative impact of similarity bias, ultimately strengthening trustworthiness within the organization's SC ecosystem.Originality/valueBy simultaneously examining individual and combined effects of two unique mechanisms of supplementarity and complementarity at the surface and deep levels, this study sheds light on inconsistent findings of the effects of diversity in the SCM literature.

When Does (Mis)Fit Between Customer Service Orientation and Internal Service Qualities Matter for Frontline Employees’ Pride in Membership and Their Behaviors?

The literature has paid little attention to the (mis)fit effect between customer service orientation (CSO) and internal service qualities (ISQ). Unlike past studies, we use a non-commensurate and complementary fit approach by adopting a distinctive CSO as a need dimension at the individual level and ISQ as a satisfaction dimension provided by the organization. We test a CSO–ISQ (mis)fit model and include pride in membership and internal ethics training programs as supplementary activators for frontline employee turnover intentions and affective commitment. Based on the polynomial, mediation, and moderation analyses, we found that enjoyment service orientation–ISQ (mis)fit effects on pride in membership show complete and partial mediation effects on turnover intentions and affective commitment, with a significant joint effect of the training program. We discuss the theoretical contributions of our findings. Findings suggest that enhancing pride in membership can buffer the misfit between frontline employees’ needs and their satisfaction with ISQ, leading to a lower turnover intention and a stronger affective commitment. Furthermore, this study suggests that internal ethics training programs can enhance the positive effect of pride in membership on turnover intentions and affective commitment.

Co-creating successful mentoring relationships? Investigating mentor and protégé perceptions of dyadic fit and relationship quality

PurposeTo examine how perceptions of complementary and supplementary fit and relationship quality contribute to successful mentorship co-creation.Design/methodology/approachData were collected via cross-sectional survey of 145 mentor–protégé dyads within institutions of higher education in the USA. Mentors evaluated their perceptions of supplementary and complementary fit and relationship quality with their protégés and vice versa. Additionally, mentors evaluated their protégés’ performance, whereas protégés reported on their own learning. Data were analyzed using the actor–partner interdependence model.FindingsResults suggest that one's own fit perceptions are most important in predicting one's evaluation of relationship quality. Additionally, for both mentor and protégé, complementary fit and supplementary fit predict evaluations of relationship quality to a similar degree. Finally, each person's perceptions of relationship quality mediated the relationships between their own perceptions of fit and mentor-rated protégé performance, but not the relationships between perceptions of fit and protégé-rated learning.Originality/valueResearch has often studied mentorships from the perspective of one party, which limits our understanding of mentorship co-creation. This study investigates how both parties simultaneously contribute to mentorship success, as indicated by protégé learning and performance. Additionally, the authors clarify the extent to which perceptions of different types of fit are instrumental in co-creating successful mentorships.

Fostering the Protégé Career Success through Traditional and Relational Mentoring Functions: A Complementary Fit Perspective

In today's dynamic and continuously changing environment, achieving a successful career can be challenging for a protégé. A range of stakeholders, including mentors, influence the protégé's career success in their professional network. Mentors play a crucial role in a protégé's professional network. They are strong predictors of the resources that a protégé can acquire, such as career self-efficacy, which is essential for making informed career decisions and achieving success in professional life. Following this, the current study explores the connection between traditional and relational mentoring functions and career success via the intervening construct of career self-efficacy. Data were gathered from 384 staff employed in Pakistan's private, public, and Islamic banks. PLS-SEM was utilized to analyze the data. The findings show that mentoring functions are significantly related to the career success of protégés, with relational mentoring emerging as a more potent predictor of career success and career self-efficacy than traditional mentoring. Additionally, the findings suggest that protégé career self-efficacy mediates the direct association between mentoring and career success. This study adds to the literature by studying traditional and relational mentoring roles as predictors of protégé career self-efficacy and success. By highlighting the importance of relational mentoring, this study emphasizes the need for employers to develop effective mentoring programs that prioritize establishing supportive and collaborative mentor-protégé relationships.

Exploring and understanding perceived relationships between doctoral students and their supervisors in China

Fit in supervisory relationships is crucial for doctoral students’ outcomes, where supervisory relationships are influenced by cultural and disciplinary contexts. This article qualitatively explores fit or misfit between students’ perceptions and those of their supervisors on supervisory relationships in STEM in the cultural context of Chinese Confucianism. Considered through the lens of person-supervisor fit, two dimensions, consisting of four distinctions of supervisor-doctoral student fit or misfit in supervisory relationships, are identified: (1) a conceptual dimension consisting of supplementary fit or misfit; and (2) a practical dimension consisting of complementary fit or misfit. Supplementary fit is illustrated through three conceptual congruences regarding the nature of doctoral learning, students’ dispositions and the modelling and nurturing roles of supervisors. The term supplementary misfit refers to a conceptual incongruence regarding supervisors’ familial roles, which demonstrates contradictions between sustained cultural influences and the present-day academic profession. Complementary fit includes needs–supplies fit and demands–abilities fit, which bear disciplinary characteristics in modern STEM doctoral education. Complementary misfit refers to supervisors’ strict practices as against students’ demands for autonomy. This article advances the application of the person-supervisor fit perspective in STEM doctoral supervision and contributes to the understanding of disciplinary and cultural influences on the present-day academic supervisory relationships in China.

Follower-leader HEXACO personality fit and follower work engagement

ABSTRACT Based on person-supervisor complementary fit and job demands-resources theory, we examined if discrepancies between leaders’ and followers’ HEXACO personality traits are associated with followers’ work engagement. We expected that when leaders score lower on emotionality compared to their followers, they are an important source of support, leading to increases in follower engagement. Additionally, we argue that discrepancies in follower and leader openness to experience – irrespectively of the direction of this difference – constitute a hindrance to followers, resulting in decreased work engagement. Results from 130 matched follower-leader dyads using polynomial regression analyses supported our hypotheses. We additionally found that followers are more engaged in their work when their leader scores higher on emotionality than they do. These findings highlight the crucial role that the interaction of leaders’ and followers’ personality traits plays for followers’ work engagement, which should be an important consideration for organizations when matching leader-follower dyads.

A Donation-With-Purchase at a Restaurant: Perceived Authenticity in a Cause-related Marketing

Cause-related marketing has gained momentum in the business world. Socially responsible practices can be viable solutions to food waste and excessive alcohol consumption for hospitality businesses. Drawing on attribution and cognitive dissonance theory, the study examined the effect of complementary fit on perceived authenticity and purchase intention by product type and message appeal. A 2 (product type: utilitarian/hedonic) x 2 (message appeal: absence/presence) between-subjects experimental design was conducted. The findings reveal that promoting hedonic products can increase the effect of complementary fit on the perception of authenticity toward the campaign and land purchase intention with a positive impact. Particularly, this effect is contingent on message appeal. The positive effect of complementarity on purchase intention through perceived authenticity is more significant when a message is present. This study leverages attribute theory and cognitive dissonance theory to examine the effects of complementary fit between product and cause, product type, and message appeal on customers’ perceptions of authenticity and behaviors in the restaurant context. These insights not only contribute to academic knowledge but also help practitioners to navigate the dynamics of cause-related marketing to drive successful campaign outcomes.

The Interplay Between Supplementary and Complementary Fit in Predicting Career Sustainability

The Interplay Between Supplementary and Complementary Fit in Predicting Career Sustainability

A reliable region information driven kriging-assisted multiobjective rough fuzzy clustering algorithm for color image segmentation

Multiobjective clustering algorithms (MOCAs) are becoming increasingly popular with the merit of segmenting images from multiple perspectives. The performances of MOCAs highly depend on their fitness functions. However, most existing MOCAs adopt one pair of complementary fitness functions, which always measure intra-class compactness and inter-class separation, respectively. This may result in insufficient ability to recognize and mine feature structures from complex images. Moreover, information within color images, such as region information and uncertain information, can barely receive enough attention in MOCAs. To resolve these problems, we propose a reliable region information driven Kriging-assisted multiobjective rough fuzzy clustering algorithm (RRI-KMRFC). Firstly, a reliability-based region information extraction strategy (RRIES) is designed to obtain reliable image information with satisfactory regional homogeneity and abundant image details. Secondly, the derived region information is used to construct three complementary fitness functions, focusing on rough intra-class compactness, rough inter-class separation, and regional consistency, respectively. Such fitness functions can effectively identify the clustering structure, maintain contour details, and characterize uncertain information from color images. To efficiently optimize the proposed functions, an incremental Kriging-assisted evolutionary framework is presented to decrease the expensive function evaluations in which an improved infill sampling strategy is devised to assist in finding unexplored areas in the decision space. Finally, a rough fuzzy clustering validity index with reliable region information is proposed to select the optimal trade-off solution. Experiments performed on Berkeley and Weizmann images confirm the effectiveness and robustness of RRI-KMRFC.

Social action advertising: motivators and detractors in cause-oriented behaviors

PurposeIt is an arduous process for corporations to determine if social action advertising is a complementary fit with their respective brands. This study aims to explore opportunities and disadvantages when brands consider cause-related partnerships as part of their overall marketing strategy. There are motivators and detractors related to social actions promoted by brands. It is essential for organizations, institutions and corporations to better understand if, or when, to use advertising that contributes to the social good.Design/methodology/approachPhase one of the study was a qualitative analysis conducted through personal interviews. Coded passages from interviews were aggregated into themes, which later defined ten social action advertising measures. The second phase in the study was a quantitative analysis (N = 506) that tested consumer involvement with the social action advertisement “You Love Me.” The spot was designed for the Dr. Dre Beats brand, in response to the George Floyd murder in 2020.FindingsBrands need to carefully examine their own histories, political associations and concern for all consumer segments, prior to evoking social change. Differentiations arising from political views and gender identity are discussed. Regressions indicate “social ads that use stereotypes” was the key significant predictor of emotional involvement. Consumers feeling “respected and represented in social action ads” was the key significant predictor of fact-based cognitive involvement. “Social action ads distorted through virtue signaling” were 38% more likely to effect brand purchase when consumers viewed the social action ad.Research limitations/implicationsThis is a nonfunded research study. Respondents who participated in interviews, and those selected for data collection, were solicited through convenience and judgmental nonprobability sampling. These data are racially and financially biased. Seventy-six percent of respondents in the racial variable were white; 51% stated they were “wealthy and have a lot of assets.” Neither variable is representative of the general population. In the future, researchers should collect a nonbiased stratified probability sample that would more closely reflect the general population and consumer audience.Originality/valueThis paper builds on the recommendations of Farrukh et al. (2021) who call for more published research in the areas of human rights violations and social change. The results of this study represent a cautionary tale. Political dogma within a polarized society has created pressure for chief marketing officers to integrate political values into brand values. The risk of creating adversarial factions has created a risky environment for brand developers and strategists (Mahoney, 2022).

Understanding the Effects of Alignments between the Depth and Breadth of Cloud Computing Assimilation on Firm Performance: The Role of Organizational Agility

The main objective of this research is to generate insights about the effect of the depth and breadth of cloud computing assimilation on firm performance. The authors construct a research model based on several strands of theories to achieve the objective. This study considers two implementation alignment strategies: balanced fit and complementary fit, reflecting strategic choices made by organizations about the importance of the depth and breadth of cloud technology implementation. The model has been tested using a survey of Chinese businesses. The empirical study results show that cloud computing assimilation’s depth and breadth, directly and indirectly, have a substantial positive effect, through organizational agility, on company performance. The depth and breadth of cloud deployment and organizational agility are also positively related. Furthermore, the complementary fit strategy has a major impact, whereas the balanced fit strategy has an insignificant effect on company performance.

Does taking charge help or harm employees' promotability and visibility? An investigation from supervisors' status perspective.

Taking charge is an important form of proactive behavior that sustains organizational survival and success. Despite considerable research on how to encourage employees to take charge, little is known about whether and when supervisors will evaluate those who take charge as more or less promotable and visible. Building on and extending the theoretical notion of dyadic complementary fit, we propose that, compared with lower status-goal-striving supervisors, higher status-goal-striving supervisors regard those who take charge as helping enhance their status in the organization more (i.e., a dyadic fit condition) and subsequently evaluate these employees as more promotable and visible. In a vignette-based experiment using 175 U.S.-based supervisors (Study 1), a two-wave field survey among 143 supervisor-subordinate dyads in a hotel (Study 2), and a three-wave survey among 294 supervisor-subordinate dyads in various organizations and industries in China (Study 3), we find support for our predictions. The findings have important implications for proactivity theory and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Workplace Social Support in Coronatime as a Moderator Between Leader–Subordinate Fit and Entrepreneurial Behaviour

this study investigated the moderating effect of workplace social support on the relationship between leader–subordinate fit and entrepreneurial behaviour in an Iraqi private higher education institution. A sample of 127 respondents was selected and a questionnaire was administered to them via Google Form. The data thus collected were analysed using JASP. Consistent with the P-E fit theory, the results revealed that supplementary fit (β = 0.44, t = 6.65, p .001, 95%CI = 0.29 to 0.53) and complementary fit (β = 0.46, t = 6.91, p .001, 95%CI = 0.31 to 0.56) significantly predicted entrepreneurial behaviours. However, in contradiction to the buffering hypothesis, the semi-partial Bayes Factor (BF) statistics indicate that workplace social support did not play any moderating role in the model. The study concludes with a brief discussion on the results, limitations of the study, and suggestions for further research.

Organizational mobility preferences and organizational career environments: A person-organization fit perspective

Research examining workers' contemporary career (CC) attitudes indicates that they are broadly associated with desirable outcomes. The one exception is organizational mobility preferences (OMP), which generally produce mixed findings. Scholars suggest this may be due to a lack of alignment with the individual's context, but little is known about how contextual factors, such as the career environment provided by organizations, influence outcomes of OMP or why. Therefore, in this study we draw on theories of person-organization fit to explore how organizational career environments (OCEs) influence outcomes of OMP during recruitment. We propose that organizations can signal whether they provide more traditional or contemporary career paths through recruitment advertisements. We then hypothesize that job seekers with stronger OMP will perceive greater fit (i.e., similarity and complementary fit) and organizational attractiveness when presented with more contemporary OCE recruitment advertisements, as opposed to more traditional OCE recruitment advertisements. Across two studies, we find support for our hypotheses as well as provide insight into how complementary fit is playing an increasingly influential role for workers in a more mobile labor market. Our findings contribute to careers and person-organization fit literatures and provide practical recommendations for attracting mobile talent.

A contingency approach to HRM and firm innovation: The role of national cultures

AbstractCompanies adopt various HRM practices to enhance employees' abilities, motivations, and opportunities to foster innovation. Are these practices universally effective or culturally contingent? In this study, we draw on the Ability‐Motivation‐Opportunity (AMO) model and examine the effectiveness of three representative practices using a dataset of 304 companies from 13 countries or regions. We find that HRM practices need to fit in a supplementary/complementary way with national cultures to facilitate firm innovation: 1. cross‐functional training (i.e., an ability‐enhancing practice) is more effective in collectivistic rather than individualistic cultures (supplementary fit); 2. financial rewards for innovation (i.e., a motivation‐enhancing practice) are more effective in masculine rather than feminine cultures (supplementary fit); and 3. employee participation (i.e., an opportunity‐enhancing practice) is more effective in high rather than low power distance cultures (complementary fit). By building on the notion of supplementary/complementary fit, these findings extend our knowledge of the AMO model in the context of HRM and innovation management with a cultural contingency perspective.

Design, Validation and Reliability Assessment of the Person-Organization Fit Questionnaire

The concept of person-organization fit gained momentum in the domain of organizational behavior in the late 1980s and early 1990s, but it can probably be dated back to Argyris’s claims (1957) that people’s organizational behaviors are rooted in person-organization interactions. This idea led Schneider (1987) to propose the attraction-selection-attrition (ASA) model. Later, Jennifer Chatman (1991) introduced this model as person-organization fit in the form of the compatibility of personal and organizational values. Finally, Kristof (1996) provided a more complete person-organization fit model in the form of supplementary and complementary fit. The present study was conducted to design, validate and assess the reliability of the Person-Organization Fit Questionnaire. The data collection methods included library research, questionnaires and interviews. The data collection instruments included un-structured questionnaires and interviews in the qualitative part and structured questionnaires in the quantitative part. In the qualitative part, 17 experienced professors, managers and banking experts were selected through judgmental sampling until theoretical data saturation occurred. In the quantitative part, 255 bank personnel were selected via cluster sampling using Sample Power software. Data analysis in the qualitative part consisted of creating 80 different preliminary codes from the interviews in MAXQDA, based on which the preliminary questionnaire was then designed after checking its content validity and reliability and applying the necessary modifications. Finally, after pre-processing and assessing the construct validity (convergent and divergent), and upon eliminating the items without construct validity, the data obtained were divided into ten categories, which were named with the help of the qualitative part, research literature and expert feedback. The Person-Organization Fit Questionnaire was thus designed and validated and its reliability was measured with four dimensions, ten components and 29 indices. This study proposed two new components, namely “leadership style”, with three indices, and “organization maturity”, with two indices. In this research, 52 preliminary codes were obtained from the interviews with experts and 28 codes from the literature review. All these 28 preliminary codes were iterated in the interviews by the experts. In other words, in the qualitative part, all the codes obtained from the literature review were in line with the experts’ opinions.

Organizational compassion, person-organization fit and discretionary behaviours in non-governmental organizations: a moderated model

PurposeThe authors proposed that Organizational Compassion and Person-Organization-Fit dimensions interactively predict Discretionary Behaviours among employees in the Non-Governmental Organization (NGO) sector in Uganda.Design/methodology/approachThe authors employ structural equation modelling to test hypotheses. The research was carried out in two studies; the second one was done six months after the first study. Two samples of respondents were drawn from NGOs operating in West Nile and Kampala regions, respectively.FindingsDiscretionary behaviours were significantly related to the cross-sectionally assessed predictors including organizational compassion and supplementary fit. Complementary fit did not significantly predict discretionary behaviours. Both supplementary fit and complementary fit moderated the association between organizational compassion and employee discretionary behaviours among both rural and urban setting placed NGOs.Practical implicationsIn order to boost employee exhibition of discretionary behaviours, leaders of NGOs should always endeavour to find viable organizational compassion-supplementary fit and organizational compassion-complementary fit blend that can add value to NGOs in Uganda.Originality/valueThis is one of the few studies that have focused on testing the interaction effects of organizational compassion and person organization fit dimensions on discretionary behaviours. These results highlight both supplementary fit and complementary fit as key individual resources that promote the effects of organization compassion on discretionary behaviours among NGO workers in Uganda.

Selective binding of ReO4– And PtCl42– By a Pd2L4 cage in water

Anions such as pertechnetate (99mTcO4–) and tetrachloroplatinate (195mPtCl42–) are important precursors for radioactive substances for medical imaging. Molecules that can sense and bind these small anions in water can be exploited to circumvent lengthy synthesis on radioactive material and improve these applications. The most important property of a host is its selectivity for non-biological anions over common biological anions and/or molecules. Here, we report that a previous published [Pd2L4]16+ guanidinium cage has higher selectivity for ReO4– and particularly for PtCl42– (nonradioactive substitutes for 99mTcO4– and 195mPtCl42–) over common biological molecules. This selectivity was shown by means of 1H NMR titrations with the most noticeable affinity for PtCl42– in the order of Ka = 104 M−1. A molecular model of PtCl42– or ReO4– bound inside the cage revealed the best interaction complementary fit with the PtCl42– anion, which is held in place by equally short N–H···Cl and C–H···Cl hydrogen bonds. This research shows that a simple coordination cage can already have selective binding for non-biological anions such as ReO4– and particularly for PtCl42–, paving the way to improve coordination cages for use in medical imaging research.

Spatial statistical modeling of arsenic accumulation in microsites of diverse soils

Determining reaction mechanisms that control the mobility of nutrients and toxic elements in soil matrices is confounded by complex assemblages of minerals, non-crystalline solids, organic matter, and biota. Our objective was to infer the chemical elements and solids that contribute to As binding in matrices of soil samples from different pedogenic environments at the micrometer spatial scale. Arsenic was reacted with and imaged in thin weathering coatings on eight quartz sand grains separated from soils of different drainage classes to vary contents of Fe and Al (hydr)oxides, organic carbon (OC), and other elements. The grains were analyzed using X-ray fluorescence microprobe (µ-XRF) imaging and microscale X-ray absorption near edge structure (μ-XANES) spectroscopy before and after treatment with 0.1 mM As(V) solution. Partial correlation analyses and regression models developed from multi-element µ-XRF signals collected across 100 × 100 µm2 areas of sand-grain coatings inferred augmenting effects of Fe, Zn, Ti, Mn, or Cu on As retention. Significant partial correlations (r′ > 0.11) between Fe and Al from time-of-flight secondary ion mass spectrometry (TOF-SIMS) analysis of most samples suggested that Fe and Al (hydr)oxides were partially co-localized at the microscale. Linear combination fitting (LCF) results for As K-edge μ-XANES spectra collected across grain coatings typically included >80% of As(V) adsorbed on goethite, along with varying proportions of standards of As(V) adsorbed on boehmite, As(V) or As(III) bound to Fe(III)-treated peat, and dimethylarsinic acid. Complementary fits for Fe K-edge μ-XANES spectra included ≥50% of the Fe(III)-treated peat standard for all samples, along with goethite. Our collective results inferred a dominance of Fe and possibly Al (hydr)oxides in controlling As immobilization, with variable contributions from Zn, Ti, Cu, or Mn, both across the coating of a single sand grain and between grains from soils developed under different pedogenic environments. Overall, these results highlight the extreme heterogeneity of soils on the microscale and have implications on soil management for mitigating the adverse environmental impacts of As.