Needs-supplies Fit Research Articles

Everything comes at a price: The influence of job seekers’ motives on preference in the trade-off between pay and leisure

Recruitment research has often neglected behavioral outcomes in the context of job choice acceptance, and insight into the relationship between individual differences and recruitment outcomes remains scarce. The present paper investigates how the need for achievement, the need for power, and the need for affiliation are related to the preference for either higher pay or more leisure, and we model this relationship as a trade-off. We test our hypotheses with data from 605 individuals. To measure job offer acceptance, we develop a new methodology that allows participants to choose between a set of contracts that are customized for each participant based on individual reference points. We find that the need for achievement and the need for power are significantly positively related to the preference for higher pay, which results in less leisure. We do not find a significant direct effect of the need for affiliation. We discuss the implications of the study in relation to the needs-supplies fit perspective and show the practical applicability of our approach to customizing working contracts.

Misfit matters: A re-examination of interest fit and job satisfaction

Vocational interest researchers have long held that individuals will be satisfied when their interests match the characteristics of their work environments. Yet, meta-analyses have found little relationship between interest fit and overall job satisfaction. Notably, studies underlying past meta-analyses shared common limitations. They rarely accounted for unique forms of misfit (environmental excess and deficiency) or differences between fit at low and high levels of the person and environment variables. Accounting for these limitations, we extend fit theory to suggest the interest fit – job satisfaction relationship is sometimes asymmetric, is dependent on the nature of the fit comparison (subjective fit or “accuracy of self-assessment”), may change across RIASEC interests, and that job satisfaction increases for fit from low to high levels of the person and environment variables. We used polynomial regression and response surface methodology to evaluate fit effects across two large samples. Results suggest misfit asymmetry often exists for interests and job satisfaction and the form of asymmetry may change across fit comparisons and interests. Moreover, job satisfaction sometimes increased for fit from low to high levels of the person and environment variables. These findings largely differ from the constraints imposed by single-index fit measures characterizing much of past interest fit research. Instead of following a supplementary fit model, interests better follow a complementary fit theory—needs-supplies fit.

Supervisor’s Noninterference Behavior and Subordinate’s Career Proactive Behavior: The Mediating Role of Career Self-efficacy and the Moderating Role of Needs-Supplies Fit

Supervisor’s Noninterference Behavior and Subordinate’s Career Proactive Behavior: The Mediating Role of Career Self-efficacy and the Moderating Role of Needs-Supplies Fit

Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance.

The importance of employee green behavior (EGB) to an enterprise’s green development goal is increasingly emphasized in many industries. However, to date promoting EGB through interaction, namely between individuals and organizations, has not been a central concern. Therefore, from the perspective of the person-organization fit, this study considers the psychological distance between employees and the organization as a moderating variable, exploring the mechanisms of values fit, needs-supplies fit, and demands-abilities fit on green behaviors as within and outside the scope of employee responsibility. After collecting the results of questionnaires from 412 employees, our hypotheses were tested using the Structural Equation Model (SEM). The results show that (1) person-organization fit can effectively promote EGB in the workplace. However, different types of person-organization fit have different influencing paths and effect-strengths on employees’ task-related green behavior and proactive green behavior. (2) Values fit has the greatest incentive effect on EGB, followed by demands-abilities fit, while needs-supplies fit promotes only eco-helping behavior. (3) Psychological distance has a significant moderating effect on the relationship between the person-organization fit and EGB. The effect of person-organization fit on EGB is enhanced when employees are close with less emotional distance, while the effect is weakened in the case of close expectation distance. Finally, this study provides suggestions for enterprise managers providing ways to motivate EGB through the selection and allocation of human resources.

The Development and Validation of an Electronic Job Crafting Intervention

This study examines the effects of an electronic job crafting intervention on job crafting and person-job fit. We hypothesize that the e-intervention directly stimulates task, relational, and cognitive crafting (i.e., job crafting) and indirectly improves needs-supplies and demands-abilities fit (i.e., person-job fit). We expect that the e-intervention can stimulate job crafting because it provides information about job crafting and stimulates self-regulating job crafting activities by guiding participants in setting specific job crafting goals, in attaining these goals, and letting them reflect on the (lack of) attainment of these goals. We additionally test whether these change mechanisms (i.e., goal specificity, goal attainment, and reflection) indeed influence job crafting. We conducted a quasi-experimental field study with 107 employees who were either assigned to an intervention group (n = 53) or a control group (n = 54). Results revealed that the e-intervention was able to directly foster task crafting, but not relational or cognitive crafting, and that the e-intervention indirectly improves needs-supplies fit via task crafting. We conclude that the e-intervention is an efficient tool for organizations to stimulate job crafting, and especially task crafting, among employees.

Entrepreneurship at the Base of the Pyramid: The Moderating Role of Person-Facilitator Fit and Poverty Alleviation

Facilitating entrepreneurship through micro-credit, micro-franchise, and micro-consignment potentially helps to alleviate desperate poverty. However, the effectiveness of these facilitators have varied from positive outcomes of poverty alleviation to negative outcomes of increased debt. Therefore, we seek to understand: how and why are different facilitators of entrepreneurial activity at the Base of the Pyramid (BOP) relatively more effective at alleviating poverty? Building on the foundation of person-entrepreneurship fit, we introduce the construct of person-facilitator fit and develop propositions about how and why the fit between entrepreneurs and the different facilitators of entrepreneurship may influence poverty alleviation. Specifically, using a remediation perspective, we explicate how the demands-abilities and needs-supplies fit between an entrepreneur and the different facilitators of micro-credit, micro-franchise and micro-consignment moderates the likelihood of poverty alleviation and how person-facilitator fit moderates the magnitude of poverty alleviation over time. We offer theoretical and practical implications of our framework for different perspectives (remediation, reform, and revolution) on entrepreneurship and poverty alleviation.

How can employers benefit most from developmental job experiences? The needs-supplies fit perspective.

While previous empirical research showed that developmental job experiences (DJE) lead to positive work-related outcomes, recent studies have also pointed out their downsides. With an aim to reconcile these findings, this study explores how the fit between personal needs and organizational supplies of DJE influences affective organizational commitment and voluntary turnover, and the moderating role of career identity salience. Multiwave and multisource data on Chinese employees indicate that affective organizational commitment was higher as needs of DJE matched supplies and lower in the case of a mismatch. Affective organizational commitment was higher when needs and supplies were both high than when both were low. These relationships were stronger when career identity salience was high. Furthermore, the relationship between needs-supplies fit and voluntary turnover was mediated by affective organizational commitment. These findings imply that rather than providing universally high levels of DJE, employers should match these experiences to employees' needs. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Person-Job Fit as a Predictor of Organisational Commitment in Private Organisations

It is necessary that employees be fitted with their jobs, having the necessary ability that meets job demands and for the job supplies to successfully meet employee needs. Given the challenges most private organization in Nigeria have faced concerning employees turnover, a misfit between an employee and the job may result to non-commitment to respective private organizations and as such propel turnover intentions. The study examined person-job fit as a predictor of organizational commitment in private organisations. The study sampled 249 participants from private organisations in Jos through a convenient sampling. Person-job fit was measured at two levels; demand-abilities fit and need-supplies fit. The hypothesis in the study tested for the ability of person-job demand-abilities fit and person job need-supplies fit to predict organisational commitment. The study found person-job needs-supplies fit to significantly predict organisational commitment by 26.5%. It was concluded that an increase in needs-supplies person-job fit is important to gain high levels of organisational commitment and recommended for private organisations to regularly administer interest test and job satisfaction review for her employees in order ascertain and duly meet their contingent needs.

A Sustainable Career Perspective of Work Ability: The Importance of Resources across the Lifespan.

In this study, we examine employees’ perceptions of their work ability from a sustainable career perspective. Specifically, we investigate the role of a person’s perceived current fit (i.e., autonomy, strengths use and needs-supply fit), and future fit with their job as resources that affect perceived work ability, defined as the extent to which employees feel capable of continuing their current work over a longer time period. In addition, we test whether meaningfulness of one’s work mediates this relationship, and we address the moderating role of age. Our hypotheses were tested using a sample of 5205 employees working in diverse sectors in Belgium. The results of multi-group Structural Equation Modelling (SEM) provide mixed evidence for our hypotheses. While all four resources were significantly and positively related to perceived meaningfulness, only needs-supply fit was positively related to perceived work ability. Strengths use, on the other hand, was also significantly related to perceived work ability, yet in a negative way. These findings underscore the importance of distinguishing between several types of resources to understand their impact upon perceived work ability. Interestingly, the relationship between future-orientedness of the job and perceived work ability was moderated by age, with the relationship only being significant and positive for middle-aged and senior workers. This suggests an increasingly important role of having a perspective of future fit with one’s job as employees grow older. Contrary to our expectations, meaningfulness did not mediate the relationships between resources and perceived work ability. We discuss these findings and their implications from the perspective of sustainable career development.

Better Match, Better Career: Comparing the Mediating Effects of Demands-Abilities Fit and Needs-Supplies Fit Between Career Exploration and Career Satisfaction

Better Match, Better Career: Comparing the Mediating Effects of Demands-Abilities Fit and Needs-Supplies Fit Between Career Exploration and Career Satisfaction

Person-Environment Fit and Employee Creativity: The Moderating Role of Multicultural Experience.

Previous research has demonstrated the positive effects of congruent personal and environmental characteristics on creativity. None of them, however, has tested the formal theory of person-environment fit for predicting creativity in the context of multicultural experiences. This study examined the effects of two versions of person-environment fit (Demands-abilities fit and Needs-supplies fit) on employee creativity in China, taking into account the moderating role of multicultural experiences. The results, based on the data of East Asian Social Survey in the Chinese General Social Survey (CGSS) in 2015, showed employees with demands-abilities fit have lower creativity than those with demands-abilities misfit; nevertheless, the demands-abilities fit creates a growing impact on employee creativity with increasing multicultural experience. Additionally, the higher the needs-supplies fit, the stronger the employee creativity; and, the needs-supplies fit creates a growing impact on employee creativity with increasing multicultural experience. It shows that different versions of person–environment fit have different effects on employee creativity and multicultural experience moderated the effects of person-environment fit on employee creativity. Implications for research and practice are discussed.

Person-supervisor fit, needs-supplies fit, and team fit as mediators of the relationship between dual-focused transformational leadership and well-being in scientific teams

ABSTRACTTeam-based work structures have become prevalent in science. Scientific teams, however, are characterized by competing individual-level and team-level needs (i.e., by mixed-motive situations). This makes leading scientific teams particularly challenging: Balancing competing individual-level goals and common team-level goals requires a specific type of leadership that simultaneously considers both satisfying individual-level needs as well as team-level needs. The current study addresses this issue by combining the dual-focused model of transformational leadership with person-environment fit theory. Specifically, we investigated needs-supplies fit, person-supervisor fit, and team fit as mediators of the relationship between transformational leadership and scientific team members’ job satisfaction and work-related strain. In doing so, we provide a new perspective on leadership in scientific teams by explicitly differentiating individual-level and team-level effects of transformational leadership. We tested our hypotheses using a three-wave design with a sample of 134 members of 42 scientific teams. The relationships between individual-focused transformational leadership, job satisfaction, and work-related strain were mediated by needs-supplies fit and person-supervisor fit. Team-focused transformational leadership was positively related to job satisfaction and negatively related to work-related strain. Our findings contribute to further clarifying the mechanisms underlying the relationship between transformational leadership and members’ well-being in scientific teams.

Supervisory trust to be earned: The role of ethical leadership mediated by person-organisational fit

Background: The trust relationship between employees and their supervisors (called supervisory trust) has a definite impact on employee behaviour and attitudes. Furthermore, various studies found that ethical leadership impacts on supervisory trust, but in different contexts, and often with homogeneous or limited samples. The interactionist construct of person-organisational fit (P-O fit), consisting of a combination of supplementary fit (indirect fit or value congruence) and complementary fit (direct or person-job fit, as well as needs-supply fit), may however impact on the relationship between ethical leadership and supervisory trust. The unique permutations of these relationships are important not only for conceptualisation purposes, but also for intervention design to enhance the employees’ trust in their supervisors;this would contribute to positive employee behaviour and attitudes. Aim: The purpose of this study was to determine whether a relationship exists between ethical leadership and supervisory trust, with possible mediation by P-O fit. Setting: The research was conducted among ±60 employees from each of 17 private sector and 4 public sector organisations in South Africa. Method: This study utilised a positivist methodology based on an empirical approach, while using a cross-sectional design and quantitative analysis. The sample is relatively representative (in terms of race, gender and the South African work force), as it consisted of 60 employees from each of the 21 South African organisations that participated in the study, with 1260 respondents in total. Results: Significant, positive relationships were found between ethical leadership, P-O fit and supervisory trust. Additionally, it was found that P-O fit partially mediates the relationship between ethical leadership and supervisory trust, confirming the proposed model. Conclusion: A strong, positive relationship exists between ethical leadership (consisting of morality and fairness, role clarification leadership and power-sharing leadership) and supervisory trust, which is partially mediated by P-O fit (consisting of supplementary fit and complementary fit).

The Effect of Person-Organization Fit on Turnover Intention with Job Satisfaction as Mediating Variable

Currently, the sharia banking industry continues to grow and develop. Furthermore, one of the fastest growing sharia banks is Sharia Mandiri Bank (BSM). Every company including sharia banking faces the challenge of attracting, developing, and retaining its employees. This study aims to examine the effect of person-organization-fit (P-O fit) on employee turnover intention in Sharia Mandiri Bank (BSM) by considering job satisfaction as a mediating variable. Multidimensional P-O fit, namely supplementary fit, complementary fit, needs-supplies fit and demands-abilities fit (Piasentin, 2007), Michigan Organizational Assessment Questionnaire (Camman et al. 1979) and Mobley, Horner and Hollingsworth’s (1978) revised model were used to measure P-O fit, job satisfaction and turnover intention. A quantitative survey was conducted on a non-probability (purposive) sample of 100 permanent employees working at PT Bank Syariah Mandiri. Correlation, multistage regression and bootstrap were used to test the direct and mediating relationship between key variables. The results uncovered that there is a moderate negative correlation between P-O fit and turnover intention, a strong positive correlation between P-O fit and job satisfaction, and a moderate negative correlation between job satisfaction and turnover intention. The simple regression analysis showed that P-O fit is a significant predictor of job satisfaction and both P-O fit and job satisfaction were significant predictors to turnover intention. Bootstrapping test revealed a statistical support for the indirect effect of P-O fit on turnover intention through job satisfaction. Moreover, the results of multistage regression analysis confirm that job satisfaction significantly mediated the relationship between P-O fit and turnover intention as a full mediator. The results and implications of the study are discussed and recommendations for future research are addressed. Normal 0 false false false EN-US X-NONE X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:Table Normal; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-parent:; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:8.0pt; mso-para-margin-left:0cm; line-height:107%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:Calibri,sans-serif; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:Times New Roman; mso-bidi-theme-font:minor-bidi; mso-ansi-language:EN-US; mso-fareast-language:EN-US;}

Person-environment fit, commitment, and customer contribution in online brand community: A nonlinear model

Online brand community is often regarded as a value co-creation platform where customers' active contributions are most important to the success of the community. Previous studies on the potential drivers of users' contributions placed a great emphasis on either users or the community itself, and most of these studies primarily focused on linear relationships. Drawing upon person-environment fit theory, this study develops a research model to explore the nonlinear effects of person-environment fit, i.e., needs-supplies fit and demands-abilities fit, on community commitment, as well as the nonlinear effect of community commitment on users' knowledge contribution intention. Using 480 online survey responses, the results indicate that needs-supplies fit has a decreasing incremental effect, while demands-abilities fit has an increasing incremental effect on community commitment. Community commitment has an increasing incremental effect on willingness to contribute. Implications for both research and practice are also discussed.

Work-related use of information and communication technologies after hours (W_ICTs) and emotional exhaustion: A mediated moderation model

Work-related use of information and communication technologies after hours (W_ICTs) has been found to have an extensive and profound influence on employees’ work and family lives. In the current study, we examined the effect of W_ICTs on employee emotional exhaustion and investigated the underlying mechanism with two different samples. In Study 1, data from 447 Chinese college counselors showed that W_ICTs was positively associated with emotional exhaustion, but this positive relationship was weaker for individuals with higher work-home integration preference. These findings were replicated in Study 2, using a sample of 340 full-time employees from different companies in different industries in China. Further analyses showed that work schedule and location control mediated the moderating effect of work-home integration preference on the relationship between W_ICTs and emotional exhaustion. These findings provide strong support for the proposed mediated moderation model, and demonstrate the importance of adopting a needs-supplies fit perspective to understanding the influence of W_ICTs.

Job Crafting: Older Workers' Mechanism for Maintaining Person-Job Fit.

Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge et al., 2006). In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg et al., 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski and Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen and Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities.

Needs-Supplies Fit and Psychological Contract Fulfillment: Competing or Complementary Predictors

Needs-supplies fit and psychological contract fulfillment have developed as two separate streams of research. We cast needs- supplies fit and psychological contract fulfillment as both competing and complementary approaches and develop hypotheses regarding how they relate to affective outcomes. Using a sample of 366 employees from five manufacturing companies, coupled with an expanded version of polynomial regression analysis, we found that the terms representing congruence relationships for both needs-supplies fit and psychological contract fulfillment were related to affective outcomes. Overall, our results show that perceived promises represented a particularly potent standard of evaluation for work experiences, whereas psychological needs were less salient.

Job crafting towards strengths and interests: The effects of a job crafting intervention on person–job fit and the role of age.

We introduce 2 novel types of job crafting-crafting toward strengths and crafting toward interests-that aim to improve the fit between one's job and personal strengths and interests. Based on Berg, Dutton, and Wrzesniewski (2013), we hypothesized that participating in a job crafting intervention aimed at adjusting the job to personal strengths and interests leads to higher levels of job crafting, which in turn will promote person-job fit. Moreover, we hypothesized that this indirect effect would be stronger for older workers compared with younger workers. Results of an experimental field study indicated that participating in the job crafting intervention leads to strengths crafting, but only among older workers. Strengths crafting was, in turn, positively associated with demands-abilities and needs-supplies fit. Unexpectedly, participating in the job crafting intervention did not influence job crafting toward interests and had a negative effect on crafting toward strengths among younger workers. However, our findings suggest that some types of job crafting interventions can indeed be an effective tool for increasing person-job fit of older workers. (PsycINFO Database Record

Job resources, engagement, and proactivity: a moderated mediation model

PurposeThe purpose of this paper is to investigate the mediating impact of work engagement on the relationship between three developmental job resources (i.e. autonomy, task variety, and feedback) and proactive work behaviors. It also attempted to explore the moderating role of job fit (demands-abilities (D-A) fit and needs-supplies (N-S) fit) in the proposed model.Design/methodology/approachData were collected from 225 employees in 20 small and medium-size enterprises in Istanbul, Turkey. Hypotheses were tested using hierarchical multiple regressions and hierarchical moderated regressions.FindingsIt was found that engagement mediated the relationships between job autonomy, task variety, and proactive behaviors. Results also revealed that the relationships between autonomy, task variety, and engagement were positive and significant only for the employees with low D-A fit while the positive impact of engagement on proactive behaviors existed only for those employees with high N-S fit. The conditional indirect impact of job resources on proactive behaviors was strongest when the D-A fit was low and the N-S fit was high while this effect was non-significant when the D-A fit was high and the N-S fit was (either) low or high.Research limitations/implicationsThe generalizability of the findings is limited. Moreover, as the data are cross-sectional, it is not possible to derive causal inferences about the hypothesized relationships.Practical implicationsOrganizations should provide their employees with more autonomy and task variety to enhance their engagement and proactivity. Moreover, organizations need to consider their employees’ level of job fit when they provide certain job resources.Originality/valueThis study tests the mediating role of engagement on the relationships between three developmental job resources and proactive behaviors. It also sheds light on the moderating role of job fit in the proposed mediation model.