Fit Perceptions Research Articles

The Double Empathy Problem and Person‐Environment Fit: Mutual Understanding and Bidirectional Adjustment in Autistic Talent Acquisition

ABSTRACTOrganizations are starting to actively invest in hiring initiatives aimed at recruiting autistic talent. However, given many of these initiatives are in their infancy, knowledge of autism and how best to assess and support autistic employees is low. Building on person‐environment fit (P‐E fit) theory and the double empathy problem, we examine how neurodiversity employment programs build mutual understanding and construct fit between autistic employees and their hiring organizations. We further explore the role of third‐party neurodivergent talent consultants (NTCs) in aiding these efforts during the birth stage of the cycle of talent. In Study 1, we use action research involving in‐depth structured interviews of participants (managers, coaches, and autistic employees) in a neurodiversity employment program at a major corporation in the financial services industry, supplemented with additional interviews of hiring managers and coaches with similar roles in other organizational settings. In Study 2, we collect qualitative survey data from autistic adults participating in other neurodiversity employment programs. Using these data, we explicate the practices that remove barriers to autistic employment and processes of ongoing coaching and support from NTCs that build and manage the double empathy problem by enhancing mutual understanding and increasing the perceptions of fit. We find that NTCs facilitate the acquisition of autistic talent through revised job search and recruitment (e.g., tailored job descriptions), alternative screening procedures (e.g., hands‐on assessments), and supported socialization and onboarding (e.g., communication, networking).

A Configural Theory of Person-Environment Fit Through the Lens of Collectivism

ABSTRACT Fit with multiple layers of the organizational environment is essential for the effective functioning of employees. However, our knowledge of complex co-influences of multiple person-environment (p-E) fit types on work outcomes remains mostly theoretical. Drawing on sensemaking theory and collectivistic cultural frameworks, this study develops a configural theory of p-E fit. We then apply a fuzzy set approach to empirically demonstrate that work attitudes (job satisfaction, organizational commitment, and turnover intention) are a function of (a) employees’ holistic perceptions of p-E fit instead of independent fit dimensions; and (b) configurations consisting of multi-fit perceptions are formed in response to a confluence of both in-group and institutional collectivism. We also show that p-E fit perceptions are characterized by equifinality (i.e. multiple solutions exist for each work attitude). Our study not only applies a cultural lens to examine multi-fit models but also highlights the importance of fine-tuning complex collectivistic influences.

Effects of Perceived Fit and Authenticity in Transgender Influencer Endorsement: An Analysis of the Bud Light and Dylan Mulvaney’s Partnership

ABSTRACT Influencer endorsements are a popular way for companies to promote their brands, products, and services. While extant literature has identified influencer fit and authenticity as key factors influencing source credibility and in turn, endorsement effectiveness, there is little research making a bridge between perceived fit and perceived authenticity, especially in the context of transgender influencer endorsement. A major U.S. beer brand, Bud Light, was recently under fire for endorsing influencer Dylan Mulvaney amidst growing tensions between social acceptance of gender diverse populations and continuous anti-transgender legislation in the U.S. and Europe. Using an online survey with 687 U.S. adult participants, this study examined how consumer perceptions of fit and authenticity impacted outcomes of Bud Light’s transgender influencer endorsement in the framework of the match-up hypothesis. Findings suggest that perceived authenticity mediates the relationships between perceived fit and consumer responses and the match-up effects of influencer fit are moderated by attitude toward transgender people.

Not a good fit? The roles of aesthetic labour, gender, race, Indigeneity, and citizenship in food service employment

Abstract Companies and business lobby groups bemoan a lack of qualified workers, even for entry-level or low-skill jobs. At issue is a stated inability to find workers with the right ‘fit’ for the role or business. But what does fit really mean? We draw on human capital theory and labour segmentation theory to examine how perceptions of fit are shaped. We conducted ninety-three interviews with food service workers, managers, and other industry stakeholders and found that employment decisions are shaped by stereotypes, with a particular focus on ‘pretty privilege’ or aesthetic labour, as well as Indigeneity, citizenship, race, and gender. We present implications for research and practice in the food services industry.

From thriving to task focus: the role of needs-supplies fit and task complexity

Can thriving at work be a self-sustaining phenomenon? In our study we incorporated the person-environment fit perspective into socially embedded model of thriving by Spreitzer’s et al. (Organization Science, 16(5), 537–549, 2005) to explore how and when thriving affects individuals’ task focus, an agentic behavior often considered an antecedent of thriving. We proposed that individuals who thrive at work tend to perceive that the rewards supplied by the job meet their needs of growth and development, which leads to more focus on their tasks. We also proposed that task complexity interacts with thriving to influence the mechanism of needs-supplies (N-S) fit. Based on two-wave data from 170 product engineers, the results of our study showed that thriving indirectly affects task focus through perceived N-S fit. When faced with high-complexity tasks, high-thriving employees generated higher N-S fit perceptions. When thriving was low, N-S fit was highest in in the low-complexity task context, suggesting that matching thriving to task complexity could be an important strategy by which managers might maintain higher levels of task focus, which we speculate could in turn promote thriving. Our study advances research on thriving, fit perceptions and work behavior by revealing these relationships.

The influence of friends' person-organization fit during recruitment.

Although recruitment and perceptions of fit are inherently social-as they reflect the interactions between applicants and recruiting firms-applicants' social networks during recruitment can exert both positive and potentially negative consequences for subsequent applicant perceptions and behaviors. In this study, we examine the role of applicants' friends' perceptions of fit with the same recruiting organizations. Integrating ideas from social information processing theory and the person-organization (P-O) fit literature, we argue that friends' P-O fit perceptions drive social learning and social influence processes for applicants, thus predicting applicant perceptions and behaviors toward recruiting firms. In addition, we posit that the direct and indirect relationships between friends' P-O fit perceptions and applicants' own fit perceptions and job choices with recruiting firms are further strengthened by how centrally connected applicants are within their friend networks. Using a sample of 576 applicant-firm observations from 178 job applicants, we found that friends' P-O fit perceptions are positively related to applicant P-O fit perceptions and job choice decisions. Furthermore, applicants' position in their network-assessed via applicants' outdegree centrality within their friend group-strengthened the relationship between friends' P-O fit and applicant P-O fit as well as with their job choice decisions. Our research provides important theoretical and empirical findings on the influence of applicants' friends during recruitment. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Psychotherapists' outcome expectations: How are they established?

Therapists' outcome expectations influence the psychotherapy process and outcomes, but little is known about the factors influencing their development. This study explored therapists' experiences with establishing outcome expectations for their patients. The participants were 35 therapists from a public mental health setting, who were interviewed in five different focus groups. Interviews were transcribed and analyzed using thematic analysis. Three themes and 10 subthemes were identified. In Theme 1 (understanding the problem), participants' expectations were influenced by (a) their patients' diagnoses and the diagnostic process, (b) their perceptions of the complexity of the presenting problem, (c) how stable the patients' symptoms and situations were, and (d) whether they experienced familiarity with the patient or the patients' situation. In Theme 2 (the patient's openness to change), participants' expectations were influenced by (a) the patient's stated reason for seeking treatment, (b) the patient's conceptualization of their problem/situation, and (c) their perception of the patient's willingness to invest in the treatment. In Theme 3 (the fit between the therapist and patient), the participants discussed the factors that influenced whether they felt they were a good fit for working with an individual patient and how this perception of personal and professional fit influenced their expectations. We identify several ways that therapists' situational factors and their recognition of the patient through their own past experiences can influence their expectations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The appeal of blurred imagery: Enhancing advertising and brand attitudes for luxury goods

Blurred imagery is a commonly employed tactic by luxury marketers. Yet, there has been little research on how blurred imagery in advertising is processed by consumers and whether it yields positive results. To address this gap, we look at whether the effect of the use of blurred imagery depends on the type of luxury goods being promoted and on the degree to which an individual consumer is motivated by social influence motives. We first conduct an image-analytics study to examine whether the level of blurring in a luxury-goods images influences the liking of images. Using a theoretical framework based on perceptual fit, two additional studies examine the impact of blurred imagery on ad and brand attitudes. The results show that for luxury products consumed privately and among consumers with low conspicuity, there is a stronger perceptual fit for blurred imagery in an advertisement, thereby resulting in more positive attitudes toward the ad and the brand.

Evaluating the Factors Influencing Residency Match for Surgical Specialty Applicants and Programs: Challenges and Future Directions.

We aim to evaluate the impact of recent changes in the residency matching process on surgical specialties' applicants and programs to offer recommendations on residency selection and matching processes. We utilized five databases while employing a Boolean query to search for studies from 2015 to March 2024. The search selection focused on factors and recent changes influencing residency match results across surgical specialties, including USMLE Step 1 pass/fail, research productivity, interview structure, and preference and geographic signaling. The shift of the USMLE Step 1 to a pass/fail scoring system revealed a consensus among surgical program directors (PDs) and applicants not in favor of the change due to the emphasis on additional application elements. Research productivity was identified as a significant factor, especially in neurosurgery (with an average of 18.3 publications per applicant) and vascular surgery (8.3 publications), indicating a positive correlation between the number of publications and match outcomes. The adoption of virtual interviews has been well-received by both applicants and PDs, leading to an increase in the number of interviews offered and applicants. The implementation of preference and geographic signaling mechanisms has improved interview rates for applicants who utilize them. The transition to a pass/fail USMLE Step 1 has raised concerns among surgical specialties, necessitating a greater focus on Step 2 scores and research productivity. Virtual interviews and signaling have improved the accessibility and reach of the residency application process, however, the full impact of these changes on the perception of applicant-program fit remains unclear.

National Identity Development Among Minority Youth: Longitudinal Relations with National Fit Perceptions and School Belonging

Across Western Europe, immigrant-origin minority youth often struggle to belong socially and to develop national self-identification. Yet, almost no research to-date has asked how these youth perceive the cultural contents of the national identity in their residence country—or rather, to what extent they perceive youth like them to (mis)fit the national identity. The present study addressed this research gap by centering schools as developmental contexts of evolving belonging and national self-identification and newly inquiring into minority youth’s perceptions of national (mis)fit as critical levers of their national identity development. Drawing on data from two annual waves of the Leuven-Children of Immigrants Longitudinal Study (Leuven-CILS), a sample of 942 Moroccan- and Turkish-origin youth (Mage-T1 = 14.98, SD = 1.22; 52% female) in 62 Belgian schools was used. Cross-lagged analysis combined repeated measures of school belonging and national self-identification with vignette measures of the perceived national fit of (imagined) culturally different peers. While school belonging and national self-identification were unrelated over time, earlier perceived national fit uniquely enabled more national self-identification one year later, over and above evolving school belonging. These findings suggest that experiencing belonging in school does not suffice for minority youth to develop national self-identification. Schools may, however, promote national identity development through redefining national identities to include cultural diversity—thereby signaling to minority youth that they can fit the national identity.

Feeling younger and acting greener: The impact of subjective age on sustainable consumption

AbstractIt is widely believed that younger generations are at the forefront of sustainability efforts. Given the significance of fostering greater consumer participation in sustainable consumption, this perception prompts an intriguing question: If consumers associate sustainability with younger individuals, can simply instilling a sense of youthfulness increase their engagement in sustainable consumption, regardless of their actual age? Building upon previous research on subjective age—that is, how old one feels—and consumer identity, we propose that consumers will gravitate towards sustainable products when they feel younger than older. This is because such products align well with their perceived age identity, creating a perception of fit. The findings across three studies provide converging evidence that simply making consumers feel younger can result in an increased preference for sustainable products. Study 1 demonstrated that feeling younger increased the selection of more sustainable products over less sustainable ones. Study 2 showed that this effect is mediated by the perceived fit. Study 3 further supported the underlying mechanism by revealing that the focal effect was mitigated when the association between sustainability and younger age was weakened. Study 4 replicated the focal effect in a consequential choice setting. Finally, Study 5 confirmed the proposed effect by using trait subjective age as a predictor.

Investigating impulse purchases in live streaming e-commerce: A perspective of match-ups

Enabled by live streaming technologies, live streaming e-commerce (LSE) is becoming an increasingly promising marketing channel. Due to high entertainment and immersion, LSE greatly telescopes consumer decision journeys from awareness to purchase, thereby more readily stimulating consumer impulse purchase desire. This study reveals the influence of product-based fit on impulse purchases through affective and cognitive systems from the match-up perspective. The results indicate that both streamer-product fit and self-product fit enhance affective intensity and reduce perceived product risk. Unexpectedly, live content-product fit increases perceived product risk but has no significant impact on affective intensity. In addition, both streamer-product fit and live content-product fit enhance consumer perception of self-product fit, which, in turn, influences perceived product risks and affective intensity. However, emotion but not cognition breeds impulse purchase intention. Our findings can offer guidance for online retailers on how to utilize live streaming technology to increase sales.

From love to betrayal? When your team’s sponsor decides to also sponsor your rival

PurposeThe aim of this research was to investigate fans’ responses toward a sponsor that has had a long-standing sponsorship deal with a club and decided also to sponsor the club’s rival.Design/methodology/approachA long-term sponsorship deal between a retsina wine company and a popular football club and a newly established deal between the company and the main rival club were selected as the research setting. Data were collected from a total sample of 302 participants, fans of the two teams, using an online survey and PLS-SEM was employed to test the relationships of the proposed structural model.FindingsThe results provided evidence for the importance of the inclusion of perceptions of fit for both teams to the model as it impacted the responses in the joint sponsorship. Team identification emerged significant for improving fans perceptions of fit between the sponsor and their favorite club but also led fans of the long-term sponsored club to feel betrayed from the sponsor. The sense of betrayal impacted the level of fit, the rejection of sponsorship but did not emerge significant for driving negative responses toward the sponsor’s brand. The same held for the rejection of the joint sponsorship.Originality/valueThis is the very first study that incorporated the effects of the perceptions of fit of two rival clubs to test the effect of sponsorship for a sponsor brand of a deal that includes a longtime sponsored football club and its rival as a newly sponsored one. It is also one of the first attempts that explores relationships between perceptions of fit, sense of betrayal and rejection of a joint sport sponsorship in a rivalry context, highlighting the importance of preventing fans' betrayal.

Peer effects on passion levels, passion trajectories, and outcomes for individuals and teams

We consider the influence of inter- and intra-individual team dynamics on entrepreneurial passion change and the relevance of passion change to important outcomes. Drawing on person-environment fit theory, we hypothesize first, that in newly formed teams, the entrepreneurial passion levels of individuals are impacted by their peers' passion (the average passion of their teammates). Second, we expect that individuals' trajectories of passion change are influenced by their perception of fit with the team. Third, passion levels and trajectories are expected to impact entrepreneurial outcomes for both individuals and teams. To examine these temporal dynamics, our hypotheses are tested with data from an accelerator program involving 343 team members nested in 79 newly formed teams. The findings reveal that in new teams, individuals' passion for inventing, founding, and developing are positively (negatively) influenced when teammates have higher (lower) passion for these roles and the association between individual's passion and peers' aggregated passion becomes stronger over time. Over time, positive passion trajectories emerge when an individual perceives higher fit with their team, and entrepreneurial intent is predicted by both (a) end-state levels of individual passion and (b) passion trajectories for inventing and founding (but not developing). Finally, we find that team passion trajectories predict team performance. Implications of these multi-level findings are discussed.

工作价值感和人员组织契合度对酒店业 X 代和 Y 代员工工作满意度的影响

The tourism industry relies heavily on human power to survive, and job satisfaction is significantly influenced by employees' perceptions of work value and person-organization fit. This research aims to explore the impact of X and Y generation employees' work value perceptions and person-organization fit on job satisfaction in hospitality establishments. A field study was conducted with 471 employees in Mersin, using a convenience sampling method. Data was collected through questionnaires and reliability and validity tests. The findings showed that work value perceptions, person-organization fit, and job satisfaction levels of X and Y generation employees differ at a significance level of 0.05. However, there is a positive and significant relationship between these factors, with person-organization fit having a positive and significant effect on job satisfaction.

Are Instagram Gym Advertisements Working Out? An Experimental Study of Model Body-Size and Slogan-Type.

Previous health communication research has demonstrated the negative psychological and health effects of depicting thin-sized models in mass media advertisements including on social media sites such as Instagram. However, gym advertisements are one common source for the presentation of lean and thin-sized models on Instagram. Therefore, the current study guided by social comparison theory and signaling theory aimed to experimentally examine the effect of thin-sized models relative to plus-sized models as well as slogan-type (health and wellness versus physique-based) on women's appearance comparison, body satisfaction, perceived gym fit, and intentions to join the gym. A sample of 217 undergraduate students who identified as women were randomly assigned to one of four Instagram gym advertisement conditions varying in model body-size and slogan-type. Appearance comparisons, perceived gym fit, and intentions to join the gym were measured post advertisement exposure and body satisfaction was measured pre-and-post advertisement exposure. As expected, exposure to Instagram gym advertisements featuring thin-sized models resulted in greater appearance comparisons and lower body satisfaction than exposure to Instagram gym advertisements featuring plus-sized models. Moreover, the combination of plus-sized models with health and wellness slogans in Instagram gym advertisements resulted in greater gym fit perceptions although there was no effect of model body-size and slogan-type on intentions to join the gym. This study supports social comparison theory, signaling theory, and practically the findings indicate that Instagram gym advertisements that depict plus-sized models (versus thin) with health-and-wellness slogans (versus physique) generate fewer body image concerns and lead to greater gym fit perceptions.

A dynamic model of demand-ability fit change in proactive socialization: A latent change score approach

Within the context of demand-ability fit among newcomers, we developed a dynamic model of demand-ability fit change and tested specific predictions concerning its time-sequential effects based on the self-regulation perspective of person-environment fit. Latent change score analyses based on longitudinal data collected from a sample of 235 university newcomers (i.e., freshmen) in six waves over a period of three months show that feedback seeking affects subsequent changes in task mastery, which, in turn, leads to subsequent positive changes in demand-ability fit perceptions. Learning goal orientation (but not political skill) moderates the dynamic mediated relationship, such that the indirect effect (i.e., the effect of feedback seeking on subsequent changes in demand-ability fit via subsequent changes in task mastery) will be stronger for university newcomers with higher levels of learning goal orientation. The broader theoretical and practical implications of this research are discussed.

Anticipated chilly climate for women: the development and validation of a measure

PurposeThis study develops a measure of anticipated chilly climate for women and provides initial evidence of its validity.Design/methodology/approachWe draw on three studies. Study 1 consisted of three focus groups to gain deeper insights into the meaning of the concept for prospective female jobseekers and generate scale items. In Study 2, we pre-tested job post vignettes (N = 203), refined the scale items and explored the factor structure (N = 136). Study 3 aimed to determine the convergent and discriminant validity of the new scale (N = 224) by testing its relationships with organisational attractiveness, person-organisation fit perceptions and gendered language.FindingsThe results show that the anticipated chilly climate is an important concept with implications for applicants’ career decision-making and career growth in the technology industry, where women tend to be underrepresented. Perceptions of anticipated chilly climate comprise expectations of devaluation, marginalisation and exclusion from the prospective employment. The masculine stereotypes embedded in the language of the job posts signalled a chilly climate for both genders, negatively affecting perceptions of fit and organisational attractiveness.Originality/valueMost previous studies have focussed on the actual experiences of chilly climates in organisations. We extend this body of literature to anticipatory climates and draw on social identity threat theory and signalling theory to highlight that job applicants make inferences about the climate they expect to find based on job ads. Specifically, they may anticipate a chilly climate based on cues from job ads signalling masculine stereotypes. Whilst the literature has emphasised women’s perceptions of chilly climates within organisations, our results show that both genders anticipate chilly climates with detrimental consequences for both organisations and prospective job applications.

Framing brand concept of vertical line extensions: The moderating role of believability

AbstractThis article examines the influence of framing a brand's concept as functional versus symbolic in the advertising of a new vertical line extension. In this research, we carried out two online experiments and collected data from 415 participants recruited from MTurk to investigate the moderating role of believability on the effect of brand concept framing on consumers' purchase intentions of vertical line extensions. The results indicate that (i) consumers evaluate a vertical extension advertising message more positively when it is framed in a consistent manner with the targeted price/quality segment and not with its parent brand or existing product line and that (ii) this effect is moderated by consumer believability such that an advertising framing effect is found for high, but not low, in believability. Perceptions of category fit mediate the relationship between framing brand concept and the evaluation of the extension. This study contributes to the advertising and marketing literature by exploring how consumers can interpret brand concept framing in advertising messages of vertical line extensions differently depending on their level of believability and, in turn, influence their purchase intentions.

When words are not enough: The combined effects of autism meta‐stereotypes and recruitment practices aimed at attracting autistic job‐seekers

AbstractBased on research on meta‐stereotypes and signaling theory, we examined the effects of organizational signaling on the attraction of autistic applicants. Our model predicted that meta‐stereotypes and the combination of expressed and evidence‐based autism‐conscious signals would have simple and joint effects on candidates' fit perceptions, which would, in turn, affect their job pursuit intentions. Further, we expected that the effect of signaling on our outcomes would be weaker among candidates with strong negative autism meta‐stereotypes. Prior to testing our hypotheses, we conducted a focus group to determine the supports that autistic job seekers deemed most important. As the ability to work from home (WFH) was overwhelmingly the most cited support, we included this as our evidence‐based signal. Specifically, we examined the combined effect of disability‐conscious (vs. disability‐blind) diversity statements and WFH (vs. retirement benefits) on expected fit and subsequent job pursuit intentions. Both meta‐stereotypes and combined signals significantly influenced fit expectations. Further, the autism‐friendly signals significantly affected the fit of candidates with weak and moderate negative meta‐stereotype, but not the fit of candidates with strong meta‐stereotypes. In addition, our results indicate that the signal x meta‐stereotype interaction had an indirect effect on job pursuit intentions. Findings are discussed vis‐à‐vis the research on signaling theory and practical guidance is offered to employers seeking to attract the growing number of autistic job seekers.