Person-environment Fit Theory Research Articles

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.

Do health and housing attributes motivate residential moves among older Chinese adults? Evidence from an 8‑year follow‑up study

Abstract Background and Objectives Despite the widespread belief in aging in place as the preferred housing arrangement for older adults, they are increasingly embracing moving. The person-environment fit theory explains that environmental changes due to residential moves can pose health risks, discouraging older people from moving. However, it also suggests that moves may be suitable when living conditions no longer meet their physical needs. The correlation between older people's health, housing, and their subsequent moving or staying actions in China remains underexplored. Research Design and Methods Using alternative operating variables of key concepts and the China Family Panel Studies 2012-2018 datasets, this study examines the effects of health and housing status on older people’s residential moves in China. The study outlines changes in health indicators and housing characteristics during multiple moves, as well as examines the relationship between the health and housing status of older adults and moving over a relatively long period of time using both regression models with lagged explanatory variables and fixed effects binary choice models. Results The results reveal that: 1) higher rates of subsequent moves were observed among older adults with better self-rated health, positive self-rated health changes, and no ADL impairment, but no significant associations were found between most health variables and moving; 2) The correlation between older persons' house ownership/ type and their residential moves was significant and consistent over time, steady and lasting. Discussion and Implications Potential mechanisms explaining the association between specific housing types and ownership statuses on moving are discussed. The findings encourage a focus on the positive benefits of moving in later life and how to provide additional housing options for older individuals.

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.

The fluency of human-robot collaboration based on human-robot fit

As an important working mode of current manufacturing enterprises, human-robot collaboration (HRC) is of great significance for enterprises to improve production efficiency and quality. However, unfortunately, there are still some problems in the practice of HRC, such as lack of fluency and low quality of HRC, which limit the positive role of HRC in manufacturing enterprises. Therefore, it is of great significance to study and reveal the influencing factors and formation mechanism of HRC fluency for further exerting the positive role of HRC and managing HRC in a targeted way. Building upon a review and analysis of existing literature, this study innovatively explores the formation process of human-robot collaboration fluence based on the theory of person-environment fit.

The relationship between work environment and employees’ innovative work behaviours: A proposed model

Employees’ innovative work behaviours (IWB) emphasize the multifaceted nature of employee contributions to organizational innovation, encompassing both the ideation stage and the necessary implementation behaviours that translate innovative ideas into tangible performance improvements. Fostering a work environment that encourages and celebrates IWB becomes crucial for organizations seeking to maximize their innovation potential. This study delves into the intricate relationship between work environment, encompassing both its social and physical facets, and IWB. Building upon theoretical foundations in innovation, innovative behaviour, and work environment research, the article presents an analytical framework to unravel the influence of these factors. The proposed framework leverages an integrated approach by combining insights from Affective Events Theory (AET) and Expanded Person-Environment Fit (PEF) theory. This integrated lens posits that IWB are shaped by both the social and physical environment, mediated by innovation trust, with personal innovativeness acting as a moderator. This framework paves the way for further research in the fields of innovation management.

The influence of leader-subordinate emotional intelligence congruence on the flow experience: evidence from the liquor manufacturing industry.

Previous research has provided evidence supporting a positive correlation between emotional intelligence (EI) and flow. However, intriguing findings in the liquor manufacturing industry prompt me to consider the necessity of examining the effects of leader-subordinate EI congruence on flow. Therefore, this article begins with two questions: First, what is the impact of leader-subordinate EI congruence on flow? Second, do two distinct congruent scenarios (i.e., high-high and low-low) exhibit significant nuances that differentially influence flow? To answer these questions, this study utilizes polynomial regression and three-dimensional response surface analysis methods. A multi-source and three-phase investigation method was used to collect data from 279 subordinates and 56 leaders in the liquor manufacturing industry. Based on the person-environment (PE) fit theory, this study investigates the influence of leader-subordinate EI congruence on flow while considering leader-member exchange (LMX) as a mediator in these processes. The current study not only demonstrates a positive relationship between leader-subordinate EI congruence and LMX, but also reveals that a high-high EI matching pattern can enhance the favorable dynamics of congruence and yield higher LMX compared to a low-low matching pattern. Furthermore, this study identifies LMX as a mediator in the positive relationship between leader-subordinate EI congruence and flow. Additionally, although the incongruent scenarios are beyond the scope of this study, the findings demonstrate that a high EI subordinate paired with a low EI leader has a more detrimental impact on the LMX than a low EI subordinate paired with a high EI leader. Theoretical and practical implications are discussed.

Money or fit? The tradeoff of intrinsic and extrinsic variables in hospitality managers' job choice

With the hospitality industry facing an ongoing labor shortage exacerbated by the pandemic, this study extends research on job applicants' preferences for job offers, drawing primarily from the person-environment fit theory. It focuses on understanding the importance of entry-level salary, person-job (PJ) fit, and person-organization (PO) fit within the context of hospitality businesses. Using a two-phase model that unifies and extends the job choice of single-attribute and multiple-attribute job offers, this study uses mixed ANOVA analyses to test the proposed hypotheses. Our main result shows that job applicants experiencing high perceived financial stress are more likely to accept the job offer with both PJ fit and PO fit when compared to (a) the job offer with a higher entry-level salary and PJ fit and (b) the job offer with a higher entry-level salary and PO fit. Based on these findings, several theoretical and empirical implications are discussed.

Association of the barriers of pharmaceutical care perceived by clinical pharmacists and occupational stress in tertiary hospitals of China.

As an important member of the healthcare team, clinical pharmacists' occupational stress will lead to a decline in the quality of pharmaceutical care. According to person-environment fit theory, barriers of pharmaceutical care perceived by clinical pharmacists may be a potential factor influencing occupational stress. This study aimed to assess the association between the specific barriers of pharmaceutical care perceived by clinical pharmacists and their occupational stress in China. A field-based questionnaire survey of tertiary hospitals was conducted in 31 provincial administrative regions in mainland China using a multi-stage stratified sampling method. Data on occupational stress, barriers of pharmaceutical care perceived by clinical pharmacists and other factors of job stress were collected using the Brief Job Stress Questionnaire and a self-administered instrument. The instruments have undergone multiple rounds of pilot investigations, and their reliability is acceptable. Ordinary least squares regression was used to evaluate the association of the perceived barriers and other factors with their occupational stress. A total of 625 clinical pharmacists from 311 tertiary hospitals in China (response rate = 84%) participated. Perceived resource dimension barriers (p = 0.00) and self-improvement dimension barriers (p = 0.01) were associated with increased occupational stress of the participants. In addition, clinical pharmacists with senior professional titles and engaged in neurology and ICU have higher occupational stress. By removing barriers to pharmacists' resources and self-improvement, it is possible to better meet the work needs of clinical pharmacists and may effectively reduce occupational stress, thereby improving the quality of pharmaceutical services.

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.

Modeling the nexus between perceived fit and work engagement: an empirical investigation

PurposeDespite a variety of theoretical and empirical studies on work engagement (WE), few have explored the role of individual-level factors. Underpinned by person-environment fit (PEF) and self-determination theory (SDT), the present study aims to pinpoint the fundamental process driving the relationship between WE and perceived fit (PF).Design/methodology/approachUsing the survey method, data were collected from 263 college teachers. Confirmatory factor analysis (CFA) and structural equation modeling were applied to test the serial mediation paradigm.FindingsThe results of the study accentuate crafting as an important mediator between PF and WE. The current study does not support the mediating role of authentic living between PF and WE. Both authentic living and job crafting (JC) mediate the PF and WE relationship. Employees’ sense of congruence promotes living authentically and JC, resulting in WE.Practical implicationsThe WE of employees is harnessed if they get an opportunity to practice authenticity. Authentic employees feel compelled to bring change to the job so that it is in alignment with their core values, thus resulting in WE. The organizations that create a culture in which the administrators allow the practice of individual-factors, namely authentic living, and JC successfully fosters WE.Originality/valueThe variables presented in the serial mediation model explain the underlying mechanisms between PF and WE. This is among the very few studies that explore the individual-level factors that boost individual levels of WE among teachers. Therefore, it adds to the literature on WE.

The effects of public service motivation on criminal justice students’ perceptions of vocational fit

ABSTRACT This study investigates the relationships between public service motivation and self-reported perceptions of vocational fit among one cohort of upper-level criminal justice students at a Midwestern university, while controlling for race, gender, age, and political orientation. The data come from a survey administered in the spring of 2021 to criminal justice students in a mandatory class taken between their junior and senior year of their bachelor’s degree program. The findings indicated that increased public service motivations were significantly associated with better perceptions of pre-career vocational fit. Additionally, more conservative political orientations were associated with increased perceptions of fit to criminal justice roles. The study adds to a small but growing body of research applying public service motivation and person-environment fit theory to criminal justice occupations and emphasizes the importance placed on sustaining the value of public service as a possible method of recruiting and maintaining the criminal justice workforce.

Digital leadership within large South Korean firms

ABSTRACT Drawing upon Person-Environment fit (PE fit) theory, this paper attempts to explore the determinants of digital leadership and its interactions between personal and environmental dimensions, including organizational, interpersonal and external dimensions, in South Korea. As Remote Work (RW) and Digital Transformation (DT) have been discussed since the start of the COVID-19 pandemic, this research focuses upon the concept of digital leadership, which can effectively cope with both RW and DT. To help Human Resource (HR) practitioners support digital leadership, this paper employs the fuzzy-Decision Making Trial and Evaluation Laboratory (f-DEMATEL) method. Through the convenience sampling method, we collected data sets from HR specialists in large South Korean firms. Our findings indicate that the organizational culture that covers digital supportive culture in the organizational dimension is the most crucial, influencing the elements in the personal dimension (e.g. new working systems, communication and acceptance of digital technologies). In contrast, the factor of capabilities in the personal dimension is the only factor affecting organizational structure and agility in the organizational dimension. Thus, we conclude that both the organizational and personal dimensions can uniquely interact with each other when actualizing digital leadership in South Korea.

THE INFLUENCE MECHANISM OF SOCIAL SUPPORT AND WORK STRESS ON JOB BURNOUT OF COLLEGE TEACHERS

Based on the Social Support Theory and Person-Environment Fit Theory, this research takes university teachers as the research object and uses literature research, questionnaire surveys, data statistics, structural equations, and other research methods to explore the relationship between social support, work stress, job burnout, and the organizational culture of university teachers under the new situation of implementing the strategy of revitalizing the country through science and education and innovation-driven development strategies. And construct a model of the influencing factors of job burnout among university teachers. 
 The main research conclusions include: social support has a significant negative impact on job burnout, and the impact of organizational support on job burnout is greater than that of external support; work stress has a significant positive impact on job burnout, and hindrance stress has a greater impact on job burnout than challenging stress; social support has a significant negative impact on work stress; and work stress partially mediates the impact of social support on job burnout.

Contagious resilience – how leaders’ resilient behaviour promotes followers’ resilient behaviour

PurposeLeaders are role models and through social influence processes, they shape the behaviour of their followers. We build on social learning, social identity and person-environment (P-E) fit theories of leadership to explore the association between leaders’ and followers’ resilient behaviours.Design/methodology/approachIn a three-wave, multisource study amongst 269 Dutch leaders and their followers, we investigate the mediating role of coaching in the relationship between leaders’ resilient behaviour and followers’ resilient behaviour and the moderating role of regulatory focus in this mediation path.FindingsOur results show that coaching is a key relational vehicle through which leaders’ resilient behaviours shape employees’ resilient behaviours, and this indirect association is stronger for employees scoring low on promotion focus. In addition, our results show that resilient employees attract more coaching from their leaders, which further strengthens their resilient behaviours.Originality/valueExisting studies have shown the occurrence of trickle-down effects of various leader behaviours, moods and work states on those of their followers. However, it remained obscure whether leaders’ resilient behaviour could trickle down to followers’ as well. Our study shows that such a link indeed exists and that coaching is a relational vehicle that embodies two key mechanisms to (1) foster social learning through behavioural entrainment and contagion and (2) facilitate support provision through which leaders promote resilient behaviour in their followers.

Empowering women in the workplace: Assessing female employees' readiness for flexible work arrangements

The paper examines assessing female employees’ readiness for flexible work arrangements and empowering women in the workplace. The adoption of flexible work arrangements (FWA) practices in Asian countries is prominent. Despite the recognized benefits that FWAs can provide in terms of employee’s well-being and business sustainability, their implementation is still relatively limited. Hence, the purpose of this study is to identify the factors (family responsibilities, FWA benefits, career advancement, company policy, and supportive workplace) that influence Malaysian female employees’ readiness for FWAs. In this study, the Person-Environment (PE) Fit Theory is employed as a framework to comprehend an individual’s readiness for adopting FWAs. To gather data, 200 surveys were distributed online to female employee respondents using the convenience sampling method. The data analysis was carried out. The findings demonstrate an association between female employees' readiness for FWAs and FWA benefits, career advancement, and company policy. However, family responsibilities and supportive workplaces indicate insignificantly on female employees’ readiness in relation to FWAs, warranting further investigation. This study provides valuable insights to various stakeholders, like organizations, practitioners, policymakers, and the government, in understanding and addressing the readiness of female employees for FWAs and serves as a research foundation for more informed decision-making across organizations in Malaysia. Female employees often face challenges in balancing work and family responsibilities, and if a company could provide flexible arrangements, it could create a supportive environment that can help retain skilled female professionals.

Do international new ventures have attraction advantages? Insights from a recruitment perspective

This study applies a recruitment lens to examine how the proactive internationalization of new ventures might influence job seeker perceptions of organizational attractiveness. Using signaling theory and person-environment fit theory to develop our hypotheses, we employ a metric conjoint experiment with 209 job seekers (making 3344 decisions). Our multilevel regression results suggest that the international new venture (INV) strategy of proactive internationalization presents an ambivalent recruiting signal to job seekers. However, this effect is positively moderated by job seekers’ personal initiative and international experience. We offer implications for signaling theory in international entrepreneurship, and practical implications for staffing INVs.

A person-environment fit approach to environmental sustainability in the workplace

In times of multiple environmental crises, considering environmental sustainability in the context of work and organizations is imperative. Although research suggests that environmental sustainability may offer benefits for organizations, the implications of environmental sustainability for employees’ job attitudes have been largely overlooked. Drawing on person-environment (P-E) fit theory, we examine the role of environmental employee characteristics and corresponding environmental work characteristics in shaping job attitudes, including job satisfaction, organizational commitment, and turnover intentions. We introduce environmental self-efficacy and values as environmental employee characteristics and environmental job demands, job autonomy, coworker support, supervisor support, and organizational climate as environmental work characteristics. In addition to analyzing direct effects of the interactions between environmental employee characteristics and environmental work characteristics on job attitudes, we also examine indirect relationships via five types of perceived environmental P-E fit (i.e., environmental demands-abilities, needs-supplies, person-team, person-supervisor, and person-organization fit). A sample of 2265 employees in Germany participated in a three-wave panel study across two months. Results of structural equation modeling showed that interactions between environmental employee characteristics and environmental work characteristics were significantly related to job attitudes. Specifically, combinations of high levels of environmental employee characteristics and corresponding environmental work characteristics were associated with higher job satisfaction, higher organizational commitment, and lower turnover intentions. These associations were partly mediated by perceived environmental P-E fit. The findings suggest that organizations should maximize environmental P-E fit to foster favorable job attitudes of those employees motivated to, and capable of, protecting the environment.

Winners and losers of working-from home – The impact of perceived person-environment fit towards continuance intention

The transformative shift towards working from home (WFH) triggered by the pandemic has demonstrated its potential to become a long-term arrangement in many corporations. However, extant literature has paid limited attention to comprehending the intricate process through which employees evaluate the WFH experience. This study endeavors to assess the long-term continuous intentions to WFH by investigating the relationship between WFH characteristics and the perceived person-environment fit. Drawing upon the person-environment fit theory, our research framework incorporates six distinct characteristics of the WFH environment that directly influence the perceived person-environment fit, which has implications on job satisfaction, job performance, and work-life balance, as well as the continuous intentions to WFH. Analyzing survey data gathered from 243 respondents in Vietnam with the PLS technique, our results reveal positive associations between the ability to handle interruptions and physical isolation, the adequacy of job autonomy, and perceived person-environment fit. Perceived person-environment fit was found to positively affect the intention to continue WFH, job performance, job satisfaction, and work-life balance. Additionally, the moderating role of extroversion in these relationships was discussed, shedding light on the nuanced interplay between personality traits and the WFH experience. We discuss how employers can tailor policies that align with employee expectations, and individuals can make informed decisions regarding work-life balance and overall satisfaction.

Objective and perceived service accessibility and mental health in older adults

Objectives Service accessibility plays a pivotal role in older adults’ mental health. However, accessibility measures used in previous studies are either objective or perceived. This study aimed to integrate both objective and perceived measures of service accessibility to explore the relationship between environmental cognition on service accessibility and mental health in older adults and the pathways. Methods We used both questionnaire data collected from 2,317 older adults in Hong Kong and geographical data to explore the direct and indirect effect of environmental cognition (i.e. positive, negative, and matching evaluation) relating to service accessibility on mental health and two pathways (i.e. physical activity and sense of belonging) based on a structural equation model. Results Physical activity mediated the positive relationship between non-negative perceptions toward access to convenience stores, leisure facilities, clinics, community centers, places of worship and mental health. Sense of community can significantly mediate the positive relationships between non-negative perceptions toward all 10 types of services and mental health. Conclusion This study provides an empirical contribution to environmental cognition theory and person-environment fit theory; its findings have implications for urban planning policy.

When reality falls short of preferences: a response surface analysis of working time arrangements and older employees’ work ability expectations

In times of labor shortages and rising regular retirement ages it becomes increasingly important to maintain older employees’ work ability. In this study, drawing on person-environment fit theory, we assume that when working time arrangements do not meet older employees’ preferences this is negatively related to their expected work ability. We operationalize expected work ability as the age until which older employees believe to be physically and mentally able to work in their job. We use a subsample of 4347 employees aged 50 to 65 of the BAuA-Working Time Survey 2017. Results of polynomial regression analyses and response surface analyses reveal that expected work ability is lower when a) actual working hours exceed preferred working hours, b) provided flextime, that is the possibility to control one’s daily beginning and end of the workday, falls short of flextime preferences, and c) work-nonwork segmentation possibilities, that is the possibility to separate work from private life, fall short of the work-nonwork segmentation preferences.Practical Relevance:Our study is of practical relevance, especially to organizations who aim to keep their older employees in the workforce. The findings indicate that not only actual working time arrangements themselves but also the fit with older employees’ preferences can play an important role to keep them in the workforce.