Environment Fit Research Articles

Investigating Teacher Technostress in Technology-Supported Teacher Learning with Person–Environment Fit Theory

Investigating Teacher Technostress in Technology-Supported Teacher Learning with Person–Environment Fit Theory

Analisis Dampak Fatherless Terhadap Etika Remaja Awal di Kecamatan Medang Deras

The purpose of this study is to analyze the negative and positive impact of fatherlessness on the ethics of early adolescents in MedangDeras District. The method used in this study uses a qualitative method with a phenomenological approach. The selected data collection techniques include observation, interviews, and documentation. The research subjects consisted of 4 teenagers. Qualitative data analysis The validity of the data is achieved through the application of the source triangulation method. The data analysis used is an interactive analysis model that includes collection, reduction, presentation, and conclusion drawn. The results of the study show that the impact of fatherlessness on early adolescent ethics is negative and positive. The negative impact is feeling difficult, lack of emotional control, behavioral deviations, economic problems and feelings of fear. Positive impacts include independent learning, closeness to mothers, increased environmental fit, and responsibility. As a result of fatherlessness, adolescent ethics are declining, making adolescents experience difficulties in socializing, withdrawing, causing aggressive behavior, deviations in dress, and ethical violations in communication.

Predicting Mediation Role of Person-Environment Fit on Contextual Performance: Study in Indonesian Correctional Organization

ABSTRACT This study examined the mediating role of person – environment fit in the relationships of perceived organizational support and proactive personality on contextual performance. A total of 171 officers in correctional facilities in Nusakambangan Island returned usable questionnaires. Data were analyzed using SmartPLS 4. Results showed that person – environment fit partially mediated the influence of perceived organizational support and proactive personality on contextual performance. This study contributes to the existing literature by investigating and predicting the mediating role of person – environment fit which was little highlighted by previous research. The study is expected to provide insight, evidence, and knowledge for academics, HR managers, and correctional policymakers that improving officer contextual performance, improving organizational support, and attracting and retaining officers with proactive personalities can increase opportunities for organizations to build strong human resources and in turn contribute to contextual performance that can improve the achievement of organizational effectiveness.

Unwrapping the Influence of Proactive Personality on Job Satisfaction During Organizational Socialization: Examining the Intervening Effects of Newcomers’ Perceptions of Person–Environment Fit

AbstractThis study focuses on the mediating role of person–environment fit on the relationship between proactive personality and job satisfaction, during the organizational socialization stage. Specifically, it tests the role of person–organization fit and person–job fit, operationalized through its specific subdimensions of demands–abilities fit and needs–supplies (N–S) fit in this relationship. Relying upon a predictive design, a sample of 151 trainees completing their final master’s internship in different organizations was used and data were collected in 2 independent phases, at the beginning and after 5 months of their internships. Results showed a positive, significant link between proactive personality and job satisfaction, supporting the validity of this disposition for predicting this key outcome during organizational onboarding. Further mediation analyses revealed that this relationship is mediated by N–S fit. The main implications of these findings are discussed.

The impact of organizational commitment on rural teachers’ retention: a moderated mediation study

The study aims to reveal the mechanisms by which organizational commitment influences the retention of rural teachers and how environmental fit and condition support modulate this relationship. It specifically examined the mediating role of environmental fit and the moderating role of supportive conditions in their relationship. A survey was conducted among 4,746 rural teachers across ten regions in Heilongjiang Province. The findings indicate: (1) There is a significant positive correlation between organizational commitment and the willingness of rural teachers to stay; (2) Environmental fit acts as a mediator in the relationship between organizational commitment and the retention intention of rural teachers; (3) Supportive conditions not only moderate the direct prediction of organizational commitment on the retention of rural teachers but also the predictive effect of organizational commitment on environmental fit. Therefore, to more effectively retain rural teachers, the following effective measures can be taken: optimize the rural educational environment to enhance teachers’ organizational commitment; refine recruitment and training systems to improve the fit of rural teachers with the rural environment; establish a monitoring system for the retention of rural teachers to enhance local educational supervision and accountability mechanisms.

The Influence of Tourist–Environment Fit on Environmental Responsibility Behavior: A Moderated Mediation Model

Urban forest parks have emerged as significant tourist destinations thanks to economic expansion and the rise in free time. These parks offer tourists the opportunity to connect with nature. Existing studies have examined the value and importance of urban forest parks for tourists. However, there is a lack of research on the interaction between tourists and the natural environment and its influence on environmental responsibility. This study used structural equation modeling to explore the impact of tourist–environment fit on environmentally responsible behavior and the mediating role of natural empathy and awe in the impact of the above-mentioned relationship. In addition, the moderating role of tourists’ different cultural backgrounds (nationalities) was also analyzed. In this study, 509 valid questionnaires were collected from field surveys in April and May 2024 at the forest park of Lim City, Seoul, Republic of Korea. The data analysis indicates a notable and favorable impact of tourist–environment fit on visitors’ natural empathy, awe, and environmentally responsible behavior. Natural empathy and awe play a mediating role in the influence of tourist–environment fit on environmentally responsible behavior. It suggests that the fit between tourists and the recreational environment of urban forest parks promotes the emergence of empathy and awe and, thus, stimulates tourists’ environmentally responsible behavior. In addition, tourists’ cultural backgrounds play a moderating role in the influence of natural empathy and awe on environmentally responsible behavior. Compared to Korean tourists, Chinese tourists’ natural empathy and awe strongly influence environmentally responsible behavior compared to Korean tourists. This paper also explores the theoretical progress and practical observations that provide guidance and serve as references for the management and sustainable development of urban forest parks.

Career variety and turnover intention: mediating role of job crafting and moderating role of HR innovators and integrators

Purpose Previous studies have indicated that career variety offers numerous benefits in the work environment; however, knowledge regarding the mechanisms that retain employees with diverse career experiences is scant. Drawing on person–environment (P–E) fit theory and the job crafting perspective, this study aims to explore the relationship between career variety and turnover intention, and the roles of job crafting and HR innovators and integrators in this relationship. Design/methodology/approach This study examines the nonlinear effect of career variety on turnover intention using survey data collected from 509 employees (Study 1) and 346 employees and their supervisors (Study 2) in China. Findings Career variety and turnover intention exhibited an inverted U-shaped relationship – mediated by job crafting. Additionally, the HR innovator and integrator moderated the relationship between career variety and job crafting. When the HR innovator and integrator were strong, employees engaged in more job crafting at intermediate levels of career variety. Originality/value The findings not only deepen our understanding of the inherent capabilities and preference traits of employees with diverse career backgrounds but also enrich the body of research on career variety, reconcile inconsistencies across previous studies and offer new insights into strategic organisational interventions for retaining a workforce with varied career experiences.

Achieving sustainability through green human resource management practices and environmental orientation fit: a multilevel modeling

Achieving sustainability through green human resource management practices and environmental orientation fit: a multilevel modeling

Inspiring sport event volunteer engagement and sense of pride: the importance of organisational environmental factors

ABSTRACT The success of sport events is closely related to volunteer dedication. Sport event organisations must recognise volunteers’ needs and motivate and retain loyal volunteers. However, the approach to motivate sport event volunteers and the role of consistent values, beliefs, and affiliation needs in guiding volunteers’ performance in event duties remain unexplored. This study explored the role of organisational environmental factors in influencing volunteers’ engagement, sense of pride, and intent to continue volunteering. A theoretical model was constructed to verify their inner relations by incorporating person – environment fit, social exchange, and social identity theories. Data were collected from 452 volunteers who participated in two marathon races in China and analysed using structural equation modelling with SmartPLS 4.0. The findings show that perceived organisational support has a positive impact on individual – organisation value congruence and volunteer engagement, thus jointly boosting volunteers’ sense of pride and intent. These findings expand theoretical understanding on the psychological mechanisms of volunteer sport events and optimising volunteer management.

The interplay between person-environment fit, empowerment and job satisfaction: a moderation effect of leader-member-exchange

Purpose This study aims to examine the interplay between person–environment fit (PE fit), empowerment and leader–member exchange (LMX) in the United Arab Emirates (UAE). Design/methodology/approach The final sample consisted of 733 respondents collected randomly from various business sectors in the UAE. Data was analysed and tested for moderation using Smart-PLS. Findings This study’s results show LMX to be a negative moderator. They reveal that LMX plays a crucial role in the relationship between PE Fit and job satisfaction, particularly when the fit is poor. Moreover, LMX was found to be a significant negative moderator between empowerment and satisfaction, highlighting its importance when empowerment is lacking. Research limitations/implications It is important to note that the current study is cross-sectional, which means it cannot establish causation. Only a pure experimental design can provide such conclusive evidence. This limitation should be considered when interpreting the findings. Practical implications This research highlights a significant finding in turbulent times when PE fit and empowering practices are often lacking: LMX can play a compensatory role. This insight can be invaluable for human resources managers, offering a practical solution to maintaining employee satisfaction in challenging times. Social implications The positive impact of enhanced job satisfaction and improved work relationships extends beyond the organization to stakeholders and society at large. Originality/value This research fills a gap in the existing literature by investigating the interaction between the PE fit variable and other variables, such as LMX. This novel approach offers a new perspective for HR managers, potentially enabling them to enhance their strategies for improving employee satisfaction.

THE INNOVATION SPILLOVER EFFECT: HOW HOUSEHOLD INGENUITY SPILLS INTO BUSINESS INNOVATION

This study investigates a previously overlooked source of employees’ innovative behaviour in the business sector, namely household innovation. Specifically, we seek to explore the spillover of behavioural innovation prototyping experiences between the household and the business sector. Drawing on spillover theory, we explore the bidirectional flow of behavioural innovation prototyping experiences between the household and the business sector. Through a tripartite online survey with 330 working participants over four months, we show how household innovation prototyping experiences affect innovative behaviour in the business sector. Relying on person–environment fit theory, we also examine how this effect may be strengthened by certain contingency factors. Results show that the relationship between spillover effects and employees’ innovative behaviour in the business sector is strengthened by employees’ technology readiness.

A Study on the Impact of Capacity Building Programs by Private Higher Education Institutions on the Performance of Employees in Government Organizations

This research aims to examine the impact of capacity building programs on the organizational performance of government employees in Herat province. The study seeks to provide an in-depth understanding of this phenomenon and answers the question of whether programs designed to enhance the capabilities and skills of government employees, offered by private higher education institutions, have influenced various functional aspects of their work. The hypothesis of this research is that these programs have had a positive and significant impact on the organizational performance of government employees. Data were collected and analyzed using quantitative methods and questionnaires. Statistical analysis, derived from the distribution of questionnaires to 266 managers and employees of government departments in Herat province, shows that among the components of organizational performance, which include ability, perception and cognition, organizational support, motivation, performance feedback, legitimacy (employee-related regulations), and environmental fit, the component of legitimacy regarding employee-related regulations had the most influence. Conversely, capacity building programs played the least role in influencing organizational support. This study can be useful and guiding for organizational managers, educational policy designers, and human resource development professionals.

What drives the adoption of digital technology in the micro, small, and medium enterprises sector in a developing economy?

PurposeThis study aims to explore the determinants of digital technology adoption within micro, small and medium enterprises (MSMEs) operating in a developing economy. Grounded in the theoretical frameworks of fit-viability and task-technology fit models, this study investigates the impact of environmental fit, task-technology fit and viability on the intention to adopt digital technologies among MSMEs.Design/methodology/approachThis study validates the theoretical model using structural equation modeling, using data collected from 280 experienced respondents employed in the MSMEs in India.FindingsThe results indicate that both functional and symbolic benefits positively impact managers’ intention to adopt digital technology. However, subgroup analysis reveals that in the case of service enterprises, only functional benefits have a positive influence on managers’ intention to adopt digital technology. In addition, the findings underscore the crucial role of viability in shaping the intention to adopt digital technologies among MSMEs. This study highlights how functional and symbolic benefits motivate digital technology adoption in MSMEs.Originality/valueThere is a dearth of empirical studies investigating the factors influencing the adoption of digital technology by MSME firms, especially within the context of developing economies and specifically within the MSME domain. This study contributes to the theoretical discussion surrounding digital technology adoption among MSMEs in India. Through empirical research, it expands on the fit-viability model and formulates a technology adoption model within the MSME context.

Public Spaces for Older People: A Review of the Relationship between Public Space to Quality of Life

This paper investigates the relationship between public spaces and quality of life (QoL) for older adults, aiming to identify knowledge gaps within the context of population ageing and urbanisation. Recognising the growing importance of sustainable urban development, the research explores how cities can foster active ageing and improve QoL through accessible and inclusive public spaces. A scoping literature review identifies five key QoL domains for older adults: autonomy, meaningful activities, positive social relationships, leisure opportunities, and health. To identify knowledge gaps, a review of the literature was conducted for each of the highlighted themes. The review highlights areas requiring further investigation, including the interplay between environmental design and social connections, intergenerational perspectives on public space liveliness, the influence of context on QoL and the built environment, and the value of qualitative research in this field. By contributing to the understanding of QoL in relation to public spaces through the lens of person–environment fit theory, this study aims to inform urban design, landscape architecture, and policymaking in the creation of age-friendly communities with inclusive public spaces.

School climate: Using a person–environment fit perspective to inform school improvement

Strong and consistent findings suggest that a positive school climate is related to improved student outcomes. However, assessment of the school climate rarely considers the environmental fit (or misfit) between individuals' actual or lived experiences and their preferred environment. This study drew on a person-environment fit perspective to examine whether: students’ experiences of the school climate (actual environment) differed from their views of their ideal school climate (preferred environment); the views of the actual and preferred environment differed between schools; and the actual–preferred discrepancy (as a measure of the environmental fit) was related to student wellbeing, resilience and reports of bullying. The results from the analysis of data collected from 993 upper primary school students suggest that outcomes were enhanced when the perceived environment more closely matched the preferred environment. Our study’s findings support using a person-environment fit perspective alongside a socio-ecological approach to inform strategic decisions for school improvement efforts.

Polychronicity fit and turnover intentions in projects: the mediating roles of exhaustion and work overload

PurposeDespite the deployment of state-of-the-art methodologies for project management, employee turnover in projects remains high. Such turnover has significant costs in terms of replacing personnel, potential deadline overruns and financial expenditure. Employee turnover in project contexts may stem from time-related issues associated with multiple parallel projects and short deadlines. Using person–environment fit and time congruence theories, this research examines the relationship between employee turnover intentions and individual–organizational (I–O) polychronicity fit, which captures the degree of match between individuals’ and organizational preferences for focusing on multiple tasks simultaneously.Design/methodology/approachSurvey data were collected from 309 software project employees in Pakistan. Hypotheses were tested using polynomial regressions and response surface modeling.FindingsI–O polychronicity fit is related to turnover intentions. Turnover intentions are lower when I–O polychronicity fit occurs on the lower end of the polychronicity continuum, whereas turnover intentions are higher when fit is observed on the higher end of the polychronicity continuum. The relationship between I–O polychronicity fit and turnover intentions is significantly explained by exhaustion and perceptions of work overload.Practical implicationsThe study’s insights provide recommendations for organizations to optimally manage multitasking to help retain project employees.Originality/valueThese findings extend our understanding of the underlying mechanisms between I–O polychronicity fit and turnover intentions. Furthermore, this research expounds on how employee exhaustion and perceptions of work overload explain the relationship between I–O polychronicity fit and turnover intentions.

Retaining Generation Z employees in the hotel industry: a time-lag study

Purpose Generation Z (Gen Z) is entering the hotel workforce and will soon become the dominant group. This has called for a better understanding of this workforce’s attitudes and perceptions towards working in the hotel industry. This study aims to examine the effect of organizational socialization on the retention of Chinese Gen Z employees, the mediating role of person–environment fit (P-E fit) and the moderating effect of career commitment. Design/methodology/approach Time-lagged data were collected from 426 Gen Z new employees from 20 upscale hotels at two different times (2 weeks and 12 weeks after the employees entered the hotel). Confirmatory factor analysis, structural equation modeling, bootstrapping analysis and moderated hierarchical regression analyses were used for data analysis. Findings Organizational socialization positively affects employee retention via person–environment fit. Moreover, career commitment positively moderates the relationship between person–environment fit and employee retention. Practical implications Hotels must view organizational socialization as a long-term investment in Gen Z talent management by offering effective training through diverse methods, creating a collaborative environment and helping them develop career plans to enhance their career commitment. Originality/value This study unpacks the four dimensions of organizational socialization and investigates their differential effects on Gen Z employees’ retention through P-E fit. The moderating role of career commitment is also examined. This study contributes to the growing body of hospitality human resources management research on this new generation of workforce in China.

Improving the quality of hires via the use of machine learning and an expansion of the person–environment fit theory

PurposeOur proposed machine learning model contributes to improving the quality of Hire by providing a more nuanced and comprehensive analysis of candidate attributes. Instead of focusing solely on obvious factors, such as qualifications and experience, our model also considers various dimensions of fit, including person-job fit and person-organization fit. By integrating these dimensions of fit into the model, we can better predict a candidate’s potential contribution to the organization, hence enhancing the Quality of Hire.Design/methodology/approachWithin the scope of the investigation, the competencies of the personnel working in the IT department of one in the largest state banks of the country were used. The entire data collection includes information on 1,850 individual employees as well as 13 different characteristics. For analysis, Python’s “keras” and “seaborn” modules were used. The Gower coefficient was used to determine the distance between different records.FindingsThe K-NN method resulted in the formation of five clusters, represented as a scatter plot. The axis illustrates the cohesion that exists between things (employees) that are similar to one another and the separateness that exists between things that have their own individual identities. This shows that the clustering process is effective in improving both the degree of similarity within each cluster and the degree of dissimilarity between clusters.Research limitations/implicationsEmployee competencies were evaluated within the scope of the investigation. Additionally, other criteria requested from the employee were not included in the application.Originality/valueThis study will be beneficial for academics, professionals, and researchers in their attempts to overcome the ongoing obstacles and challenges related to the securing the proper talent for an organization. In addition to creating a mechanism to use big data in the form of structured and unstructured data from multiple sources and deriving insights using ML algorithms, it contributes to the debates on the quality of hire in an entire organization. This is done in addition to developing a mechanism for using big data in the form of structured and unstructured data from multiple sources.

Counselor burnout, person–environment fit, and job crafting among school counselors: A person–centered approach

AbstractThe present study explored the interrelationship among counselor burnout, person–environment fit, and job crafting via a latent profile analysis (LPA). Using a sample of 451 school counselors (76.9% women, 23.1% men) in Türkiye, the LPA revealed three distinct profiles regarding adaptation to the environment (maladaptive, average, and adaptive). The auxiliary variable analysis showed that career adaptability and its components (i.e., concern, control, curiosity, and confidence) increased the likelihood of school counselors’ membership in the adaptive group. In addition, the results showed significant mean differences in the levels of positive affect and negative affect across profile memberships, such that the adaptive group had the highest positive affect and the lowest negative affect. Implications are discussed.

Framing a strategic, stakeholder and contextual view of employee assistance programmes: A systematic review and an integrated conceptual model

AbstractScholars across disciplines (e.g., medicine and health, human resource management, organizational behaviour) have paid increasing attention to employee assistance programmes (EAPs) over the past 40 years. Our study systematically reviewed 327 EAP studies published in peer‐reviewed journals from 1980 to December 2021. We provided both descriptive and thematic analyses of this body of literature. We revealed that existing research has not paid sufficient attention to the role of multiple stakeholders, the importance of context and the strategic nature of EAPs, all of which are critical to EAP effectiveness. To fill these gaps, we develop an integrated conceptual model for EAP research that highlights the stakeholder perspective, strategic human resource management and contextual approach. We argue that EAPs cannot yield desirable outcomes without three forms of ‘strategic fit’: the internal fit between EAPs and a bundle of HR strategies; the organizational fit between EAPs and business strategies; and the environmental fit between EAPs and the environmental contexts. We suggest that employees and other diverse stakeholders should proactively engage in the EAP process to achieve mutual gains.