Environment Fit Research Articles

Integrated rearing system proposal for Cantareus aspersus in experimental orchards: Growth models.

An integrated rearing system for Cantareus aspersus under environmental conditions in an experimental orchard is proposed. In this study, the natural behaviour, circadian rhythms and suitable rearing conditions of the edible snail were optimised to produce homogeneous growth and low variability. The growth was standardised, and growth pattern fit was assessed with various models. One thousand fry were cultured in the orchard, and a random sample of 100 snails were measured weekly for 23 weeks. The rearing system had the following characteristics: snails and earthworms were included in the experimental rearing orchard; a homogeneous group of juvenile snails of the same age and size and high rearing density (500 snails/m2) was used; snails were fed with layers mash ad libitum; and mixed and fringes vegetation was planted in the orchard. A commercial size of 60% of snails was achieved in 21 weeks and 95% in 23 weeks. The different models showed a good fit, and the quadratic model obtained the best fit. This experimental snail orchard proposal can be extended to other areas, although it must be corrected according to different environmental conditions and fit to other species of interest. This experimental model could constitute a viable alternative to traditional models of animal experimentation with mammals, and given its high adaptability, it could be applied in different fields of science.

Investigating the relationship between person–environment fit and safety behavior: A social cognition perspective

Introduction: This study explored the relationship between person–job fit and safety behavior, as well as the mediating role played by psychological safety, from the perspective of social cognitive theory and person–environment fit theory. Method: A total of 800 employees from petroleum enterprises were recruited, with cluster random sampling used to collect data in two stages. Results: The results showed that employees’ safety behavior is higher under the condition of “high person–job fit—high person–organization fit” than under that of “low person–job fit—low person–organization fit.” In other words, the more congruent the level of person–job fit and person–organization fit for a given employee, the higher their level of safety behavior. Practical Applications: Psychological safety plays a mediating role between the congruence of both person–job fit and person–organization fit and employees’ safety behavior.

Aging in Place Among Older Adults With Histories of Traumatic Experiences: A Scoping Review.

Adverse childhood and adult experiences can have far-reaching impacts and, when coupled with typical aging-related changes, may impede the achievement of a suitable person-environment fit for aging adults. The objective of our study was to determine whether extant literature connects older adults with trauma history to successfully aging in place. We proposed a conceptual model regarding trauma history, adaptive capacity of aging adults, and trauma-informed supports for aging in place. We conducted a scoping review using 6 databases (keywords: older adult(s), aging in place, housing, trauma), with a full review of 32 articles. Insights included: (a) Aging in place does not have to mean living in the same house over time. (b) The uncertainty of the aging process can be traumatic and can be exacerbated by previous traumatic experiences. (c) Environmental sensitivities can result from previous traumatic experiences and cause further trauma. (d) Housing precarity is a traumatic experience. (e) Permanent supportive housing is an important resource for people in crisis. (f) Community supports are critical to aging in place. Our review revealed insights about aging in place and trauma, but did not connect the vulnerabilities specific to aging adults with personal trauma histories to aging in place. Research is needed that confirms the relationship between history of traumatic experiences and difficulties with aging in place as well as trauma-informed approaches that can mitigate housing-related stressors and foster community-living environments that provide equitable access to aging in place.

The mediating effect of work engagement on innovative work behavior and the role of psychological well-being in the job demands–resources (JD-R) model

PurposeThis study revisits the role of work engagement (WE) on innovative work behavior (IWB) in conjunction with the job demands–resources (JD-R) model, specifically examining its mediating role between antecedent variables of psychological well-being (PWB), interpersonal conflict (IPC) and perceived organizational support (POS).Design/methodology/approachThe study was conducted within five different sectors and 416 work settings in Turkey. A cross-sectional, correlational research design was used, and structural equation modeling (SEM) was applied to test the mediating effect of WE.FindingsThe results of the SEM provided partial support for eight hypotheses. The results of this study demonstrate a positive relationship between PWB, POS, WE and IWB. This indicates that resources are vital in increasing both WE and IWB. As expected, the correlation of IPC and IWB resulted in a negative relationship. The findings demonstrate a positive relationship between PWB and WE and IWB.Research limitations/implicationsExtending the model, future research could incorporate the antecedents as mediators and utilize them to further explore the mechanisms of employee engagement (EE) and the IWB link. It would also be beneficial to include other variables such as personal differences, trust, personal environment fit, fairness in the workplace, recognition and organizational culture and employee value proposition as moderators of EE and IWB.Practical implicationsThe findings offer the suggestion of few practical applications such as the need to encourage organizations to enhance PWB to foster positive feelings in the work environment. This includes increasing employees' effort and dedication by utilizing POS in the workplace and considering employee's well-being. Additionally, EE should be an important organizational strategy to positively influence employee creativity within the workplace.Social implicationsThis research was conducted within the Turkish business context; it would be worthwhile to validate the findings of this study in a multicultural context that did not share similar basic characteristics as those in Turkey. There could be a comparative study of EE between Turkey and other countries as a cross-cultural investigation.Originality/valueThe results of data analysis have revealed an enhanced understanding of the role of the mediation effect of WE on IWBs. This study also expands the concept that psychological well-being can enhance WE, which in turn corresponds to more IWB in the context of the JD-R model. The findings indicate that in order to better comprehend its function, IPC needs to be further examined with other antecedents.

What does schedule fit add to work–family research? The incremental effect of schedule fit on work–family conflict, schedule satisfaction, and turnover intentions

In recent years, the person–environment fit framework has become increasingly popular as a lens for understanding the work–family interface. However, the mechanisms that link objective work–family person–environment fit to individual outcomes are poorly understood, and little person–environment fit research has focused on work schedules despite their importance for employee management of work and family roles. Moreover, it is unclear whether schedule fit contributes to individual outcomes over and beyond schedule characteristics such as flexibility and control. The present study explains how employee objective schedule fit relates to individual turnover intentions through work‐to‐family conflict and schedule satisfaction in a study of 608 retail employees. Results show that objective work–family schedule fit has statistically significant relationships with employee outcomes independent of the effects of schedule control and flexibility, but that these relationships are relatively weak. These results establish that schedule fit is a facet of work–family person–environment fit beyond more generally desirable schedule characteristics, but that it may be useful to examine only in limited contexts. The results also contribute to the understanding of the cognitive mechanisms linking objective environmental characteristics to employee outcomes.Practitioner points The ability to work a schedule that meets preferences for days and shifts (hours) is related to better worker outcomes. This effect holds even when considering employees’ control over their schedule and its flexibility. Employees’ schedules are a starting point for forming their attitudes and behaviours related to the work–family interface, which may shape future turnover cognitions.

The Influence of Korean Fashion Brands’ CSR Fit with Chinese Consumers on Consumer Satisfaction and Brand Attitude Moderated by Ethnocentrism

To help korean fashion brands establish CSR activities in the chinese market in the future, this study investigated the influence of korean fashion brands’ CSR fit with Chinese Consumers on Consumer Satisfaction and brand attitude, with the moderating effect of ethnocentrism. An online survey was conducted with 20-39 year-old consumers in China from April 18 to April 30, 2021. Data analysis was conducted using SPSS 24.0 and Amos 24.0. The results of this paper are as follows. First, environmental CSR fit had the greatest impact on consumer satisfaction, followed by financial CSR fit and social contribution CSR fit. Second, environmental CSR fit and social contribution CSR fit had positive effects on brand attitude, while financial CSR fit did not have a positive effect on brand attitude. Third, as customer satisfaction has a favorable effect on brand attitude, it can be inferred that the greater the satisfaction customers feel for a Korean fashion brand in China, the more positive the attitude they develop toward Korean brands. Fourth, there was no significant difference between groups that had a high and low degree of ethnocentrism, confirming that ethnocentrism does not have a moderating effect on consumer satisfaction. On the other hand, in the relationship between environmental and social contribution CSR fit and brand attitude, there was a greater impact in the low ethnocentrism group compared with the high ethnocentrism group, which verifies the moderating effect of ethnocentrism.

Competition, Ownership, and the Impact of Government Outsourcing on Employees

Abstract Government outsourcing to third-party vendors is widespread and intended to strengthen the organizational incentive to deliver public services more efficiently. However, it is unclear how outsourcing influences the public workforce, and little is known about the effect on employees who change from working for the government to working for the vendor receiving the outsourcing contract. In this article, we theoretically argue that the introduction of competition and private ownership in public service delivery may have negative consequences for employees’ remuneration, employment, and health outcomes. We assess these arguments using unique individual-level register data of 1,478 Danish relatively low-skilled employees who changed job from public to private employment due to government outsourcing. Using a difference-in-difference (DiD) approach, we estimate the effect on employees’ remuneration, employment and income transfers, and use of health services compared to an exact matched control group of public employees who did not experience outsourcing. Our findings suggest that outsourcing significantly decreased employee remuneration and employment and increased public income transfers, while the effect on health services use was marginal and transitory. Potential mechanisms explaining these findings include the vendor’s incentive to reduce the workforce and increase productivity, the stress of changing jobs, and poorer person–environment fit. The results suggest that outsourcing has high costs for employees, some of which are passed on to the government itself through increased expenditure for public income transfers. We propose pathways for further theoretical and empirical research on employee consequences of government outsourcing.

Person Environment Fit and Adaptive Performance among Nurses in Malaysian Public Hospitals

The performance of public hospital employees, especially nurses, has become a major concern nowadays. Therefore, nurse's ability to cope and respond fast to excel in the workplace will boost their performance while solving patients’ problems and safe people’s life. As a result, the aim of this research is to investigate the factors that lead to enhance nurses’ adaptive performance by study on relationship between person environment (PE) fit, work engagement (WE), and adaptive performance (AP). The researchers also look into the role of WE as a potential mediator. PE fit was assessed in three dimensions in this study: person-group (PG) fit, person-job (PJ) fit, and person-supervisor (PS) fit. Furthermore, vigor, determination, and absorption were used as mediators of WE, while AP was assessed as unidimensional in this analysis. A total of 638 questionnaires were distributed to nurses in the Emergency Departments of twelve Malaysian public hospitals, with 430 of them being evaluated using Partial Least Squares Structural Equation Modeling (PLS-SEM). The methodological findings of this analysis suggest that PE fit measurements (PG fit and PJ fit) are related to AP while there is a positive significant relationship between PJ and PS fit (for PE fit) and WE. The finding also affirms the presence of a substantial positive interaction between WE and AP. In addition, WE also mediates the relationship between three dimensions of PE fit (PJ fit, PS fit, and AP fit) and AP. According to the results, public hospital administrators should place a greater emphasis on the person fit of nurses in order to increase their work performance and adaptability in their challenging working space. Finally, this study discusses the theoretical and functional contributions, as well as shortcomings and possible research suggestions.

Impact of thriving at work on eustress and distress: career growth as mediator

PurposeThriving at work can affect eustress and distress differently, so the main purpose of this study is to determine the impact of thriving at work on stress and to extend the existing literature on stress by examining the mediating mechanism of career growth, which is one of the functions of human resource development, in the relationship between thriving at work and stress. Person environment fit theory is used to explain the framework.Design/methodology/approachData were collected from 179 employees of the hospitality sector of Pakistan to assess the impact of thriving at work on eustress and distress through the mediation of career growth. Structural equation modeling was used to test the hypotheses.FindingsResults revealed thriving at work is positively related to eustress whereas it is negatively related to distress, and there is a positive association between thriving and career growth. Furthermore, career growth appeared as an effective explanatory mechanism for relationships between thriving at work and stress. Implications for managers are also discussed.Originality/valueThis study encompasses both positive and negative stressors. There are lots of studies available that examine thriving at work and stress, but the present study aims to examine the impact of thriving on both aspects of stress in the presence of career growth as the mediator in the hospitality sector of Pakistan. It also opens new avenues for research on P-E fit theory to gain benefit from the eustress of employees.

Psychological and Neurological Correlates of Perceived Person-Environment Relational & Rational Fit

Current theorizing of person–environment fit rests predominantly on investigations performed according to psychological methods. The current study advances fit research by exploring the meaning and antecedents of perceived fit via the neuroscientific method of functional magnetic resonance imaging (fMRI). Using brain images of trait-like and state-like activities of 62 participants in Taiwan, we found that the participants’ engagement in relational-fit and rational-fit contexts corresponded to four brain regions: the posterior cingulate cortex, the precuneus, the medial prefrontal cortex, and the bilateral temporoparietal junction. These regions involve social constructs (e.g., mentalizing, perspective-taking, empathy) and drive cognitive, emotional, and social processing. In our study, the regions exhibited greater activation when participants engaged in relational-fit contexts than in rational-fit contexts. We also found that participants’ emotional intelligence predicted their person–group fit (PG fit) and that their cognitive intelligence predicted their person–job fit (PJ fit), the latter relationship being further mediated by cognition-related brain connectivities in the frontoparietal network (FPN). Our research advances the debate over the affective vs. cognitive roots of perceived fit, provides possible construct validation for perceived fit, identifies a potential neurological antecedent for PJ fit, and presents promising directions for future neuroscientific investigations into fit.

The role of student–university value alignment in international student acculturation in Australia

This study integrates acculturation and person–environment fit theories to investigate the role of student–university value alignment in international student cross-cultural adjustment to host universities in Victoria, Australia. The study used a mixed methods design with the quantitative data collected from a student survey and the qualitative data generated from interviews with university staff. Structural equation modelling and thematic analysis were employed to analyse the quantitative and qualitative data respectively. The results of the study indicated that international students who possess similar values to their host university, adjust better, both psychologically and socially into the university environment as well as feel satisfaction with their host university. The study also confirmed the mediating role of international student social adjustment in the relationship between student–university value fit and student overall satisfaction with their host university. The findings highlight the key role of international student–university value alignment in contributing to the success of students’ cross-cultural adjustment to the new cultural environment they experience. Therefore, universities should constantly communicate and deliver on their values during both the promotional stage of international student recruitment and the student journey with the university.

The Role of Autonomy Support and Job Crafting in Interest Incongruence: A Mediated Moderation Model

Interest incongruence, or the mismatch between employees’ vocational interests and their work environments, tends to induce negative work attitudes and behaviors among employees. Combining conservation of resources theory and person–environment fit research, we propose a mediated moderation model explaining how autonomy support and job crafting mitigate the detrimental effects of interest incongruence on job satisfaction and absenteeism. Using data collected across two time periods from a sample of 428 Chinese employees from diverse occupations, we found that autonomy support buffered the relationships between interest incongruence and job satisfaction and interest incongruence and absenteeism. Moreover, job crafting also had a buffering effect on these relationships and further mediated the moderating effect of autonomy support. We discuss theoretical and practical implications for employees coping with interest incongruence in organizations.

RETHINKING WELL-BEING INPUT FOR CREATIVE PERSON

The strength of an organisation lies predominantly in her personnel as the creative person. However, limited studies on well-being input exist in developing countries. Also, the scope and methodological gap in a previous study conducted on flexible well-being and smart-head necessitated this study. Thus, the paper determined the effect and sensitivity relationship of redefined well-being dimensions on creative person. A cross-sectional survey research design was used while a validated questionnaire was distributed and 532 retrieved from academic staff ranked as Senior Lecturer, Associate Professor and Professor. The multi-stage random sampling technique was applied to eight selected private universities in South-West Nigeria. Findings from multiple regression analysis conducted revealed that redefined well-being had a combined positive significant effect on creative person [(Adj. R2 = 0.331 (F (6, 525) = 44.877, p<0.05)] and the artificial neural network analysis showed technological work environment as the best individual predictor. The paper strengthens the Person Environment (P-E) Fit Theory assumptions and the position to consistently redefine well-being input as a maxim to stimulate academics’ creativity for a novel knowledge-based economy, patent, and ranking.

Examining police officers’ perceptions of stress: the role of Person−environment fit

PurposeThe purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).Design/methodology/approachThe authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.FindingsPerceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.Research ImplicationsMore research is needed to identify predictors of organizational fit perceptions among police officers.Practical implicationsFindings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.Originality/valueThe authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpackinghowofficer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

Fit With Both Supervisors and Organizations

Abstract. Person–environment fit is of great importance in organizational behavior research. Drawing from the relations between employees, supervisors, and organizations, this study discusses how the relation between person–organization fit (P–O fit) and person–supervisor fit (P–S fit) affects employees' attitudes and performance. We conducted a field study of 247 employees to test our hypotheses via regression analysis. The results indicate that P–O fit and P–S fit have a positive interactive effect rather than independent effects on employees' organizational commitment. In addition, organizational commitment mediates the interactive relation between fit and employee role-based performance (i.e., job role performance and career role performance). This study sheds light on research into P–E fit by highlighting the multiplicative effect of different dimensions of fit and elucidating the underlying mechanism.

Psychometric Evaluation of the Making it CLEAR Questionnaire: A Resilience Measure for Older Adults

Background and ObjectivesPrevious efforts to develop a resilience measure for older adults have largely failed to consider the environmental influences on their resilience, and have primarily concentrated on the resilience of community-dwelling older adults. Our objective was to validate a new multidimensional measure of resilience, the Making it CLEAR (MiC) questionnaire, for use with older adults at the point of discharge from hospital.Research Design and MethodsThis study tested the structure, validity, and reliability of the MiC questionnaire. The questionnaire consists of 34 items, which assess the “individual determinants of resilience” (IDoR) and the “environmental determinants of resilience” (EDoR) across 2 subscales. 416 adults aged 66–102 years participated. Exploratory factor analysis, item analysis, and linear regression were undertaken.ResultsThe IDoR subscale contained six factors which were labeled “Self-efficacy,” “Values,” “Interpersonal skills,” “Life orientation,” “Self-care ability,” and “Process skills.” The EDoR subscale contained five factors related to “Person–environment fit,” “Friends,” “Material assets,” “Habits,” and “Family.” Both subscales demonstrated acceptable convergent validity and internal consistency, while individual items showed acceptable levels of discrimination and difficulty.Discussion and ImplicationsThe study provides evidence supporting the validity and quality of the MiC questionnaire. The results suggest that the MiC questionnaire could be used to identify the resilience needs of older adults at the point of hospital discharge. However, future research should identify which items of the MiC questionnaire are associated with hospital readmission, in order to develop an easily applicable screening tool for clinical practice.

Reciprocal Relationship among Job Crafting, Work Engagement, Leader-Member Exchange, and Person-Environment Fit: A Study of Tourist Guide in Pakistan

Tourism industry is considered as the main source of overall economic growth in both emerging and developed countries. It plays an important role in the economic development and improving national income. Pakistan is a developing country and it has rich natural resources as well as diverse tourist spots. Currently, tourism industry in Pakistan is gradually developing and it has positive impact on economic growth. In this connection, this study has been undertaken to investigate the reciprocal relationship among job crafting, work engagement, leader member exchange, and person-environment fit in tourism industry of Pakistan. For analysis, primary data has been collected from 306 respondents and linear regression analysis has been employed to test the study hypotheses. Result of the study showed that there exist a positive and significant relationship between job crafting and work engagement. Further it is observed that job crafting strongly correlated with leader member exchange. Result of the study also showed that job crafting positively associated with person environment fit. The findings of the study are important for the policy makers to develop effective policies regarding tourism and employees of tourism sector organizations.

Staying Connected: Alternative Transportation Use, Neighborhoods, and Social Participation Among Older Americans.

A wealth of empirical evidence documents improved health among older adults who participate in social activities. Alternative transportation can serve as a bridge linking older adults to social activities and improving person-environment fit. Using Waves 1-8 of the National Health and Aging Trends Study, this research examines whether alternative transportation use is associated with participation in diverse social activities among a sample of Medicare beneficiaries aged 65 or older. Additionally, this research explores whether the effect of transportation use varies across neighborhood environments. We analyzed individual trajectories of participation in social activities by estimating 2-level growth curve models. The use of public transportation, paratransit, getting a ride, or walking/using wheelchair/scooter to get places was associated with participating in more types of social activities. Respondents who used alternative transportation had less steep declines in participation. The effect of getting rides and using paratransit services was more pronounced among respondents living in disordered neighborhoods. This research underscores the importance of alternative transportation use and the neighborhood context for participation among older adults. Age-friendly initiatives aimed at fostering greater community engagement should think broadly about the role of multiple forms of transportation.

Understanding the dark side of gamification health management: A stress perspective

Despite the prevalent use of gamification in the health management context, its “dark side” for users remains unknown. To fill this research gap, we used the person–environment fit (P-E fit) model to build a theoretical model to explore the influences of gamification characteristics on stressors (privacy invasion and social overload) and strain (gamification exhaustion) for individuals. A survey was conducted to test our research model and all hypotheses. This paper gathered survey data through the Wenjuanxing website, a popular online survey platform in China. A total of 407 questionnaires were collected. The empirical results indicated that the competitive element and interactivity of gamification are positively associated with privacy invasion and social overload, which can cause gamification exhaustion. Further, we found that users’ health condition negatively moderates the relationship between gamification characteristics and stressors. Our research contributes to understanding of the dark side of gamification in the health management context. Our findings also contribute to the P-E fit model and literature on gamification, and provide new insights and implications for users and designers of health management platforms.

Motivated to Share? Using the Person–Environment Fit Theory to Explain the Link between Public Service Motivation and Knowledge Sharing

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.