Person-environment Fit Research Articles

Interventions of Organizational Identification and Job Satisfaction on Person-Environment Perceptions and Work Engagement: Insights for K12 School Administrators in India

ABSTRACT Disengaged teachers in leadership roles cannot be role models for students and teachers. Expecting them to take school too far can be too much of an expectation. This paper explores how three critical attributes of person-environment fit influence the work engagement of K12 school administrators through their organizational identification and job satisfaction. Data collected from 303 private school administrators is analysed through structural equation modelling. This work provides insight to school promoters on how they can enhance their schools’ institutional memory, the performance of students and the teachers. Besides being practically insightful, this work also attempts to broaden the theory of person-environment fit concerning organizational upshots.

Workplace loneliness and job performance: moderating role of person-environment fit

PurposeThe purpose of this paper was to study the effect of workplace loneliness on job performance. This paper also examined the mediating role of employee well-being and psychological safety and the moderating role of person–environment fit (PE fit).Design/methodology/approachA multi-rated research design was used to collect data. Data were collected from 382 employees and their 97 supervisors of various Indian organizations. The data of job performance was collected from the supervisor of every team. The questionnaire for data collection was distributed at two different time intervals to reduce common method bias.FindingsThe findings of this paper supported the role of PE fit in minimizing the negative effect of workplace loneliness–well-being relationship and workplace loneliness and psychological safety relationship. The model also tested the association between workplace loneliness and job performance when the relationship is moderated by PE fit and mediated by well-being and psychological safety.Originality/valueThis paper examines the workplace loneliness from the lens of PE fit theory.

Associations between the implementation of telework strategies and job performance: Moderating influences of boundary management preferences and telework experience.

Boosted by the COVID-19 pandemic, more than ever, an organization's success depends on its teleworkers' performance. However, little attention has been paid to the individual strategies implemented by teleworkers to achieve goals such as drawing boundaries between work- and private-life, working task-oriented and productively, and keeping social contact. We collected quantitative survey data of 548 teleworkers indicating their implementation of 85 telework strategies derived from scientific literature and popular media (e.g., working in a separate room, wearing work clothes at home), self-reported job performance, boundary management preferences, and telework experience. We identified (a) the implementation of telework strategies, (b) associations with job performance, (c) divergences between the implementation and the performance association, and (d) moderating influences of boundary management preferences and telework experience. The results suggest that the most implemented telework strategies tend to be the ones most positively associated with job performance. These telework strategies serve goals related to working task-oriented and productively by adopting a conducive work attitude as well as keeping social contact by using modern communication technology rather than goals related to drawing boundaries between work- and private-life. The findings underscore the benefits of expanding a narrow focus on telework strategies stemming from boundary theory to unravel telework strategies' puzzling impacts on (tele-) work outcomes. Also, taking a person-environment fit perspective appeared to be a promising approach to tailor evidence-based best practice telework strategies to teleworkers' individual preferences and needs (boundary management preferences and telework experience).

Academic Person-Environment Fit towards Sustainable Work-Life Balance and Reduced Turnover Intention Moderated by Job Opportunities

Retaining and maintaining adequate academic talents are the primary discourse topic among corporate executives and human resource specialists. Academic institutions are struggling to attract and retain top talents due to the increasing academic turnover in the educational field. Furthermore, lifestyle transformation has impacted the human resource environment, which focuses on developing alternative values, achieving work–life balance, and performing successful retention strategies. To achieve a sustainable work–life balance practice, the current study aims to examine the relationship between the academic human resource strategy and person–environment fit aspects mediated by sustainable work–life balance and moderated by external job opportunities. The theoretical foundations are the theory of work adjustment and social exchange theory. A cross-sectional research methodology was implemented to collect data from 466 participants through an online survey. Partial least squares structural equation modelling (PLS-SEM) was subsequently conducted to analyse the collected data. The study results revealed that person-organisation fit and person-vocational fit significantly influenced employees’ turnover intention. Furthermore, sustainable work–life balance was not only significantly related employees’ turnover intention, but also significantly mediated the relationship between person–environment fit dimensions and employees’ turnover intention. The findings also discovered that job opportunities significantly moderated the association between sustainable work–life balance and turnover intention. Resultantly, the current study’s thorough retention strategy model could be highly beneficial to the human resource industry, decision-makers, and educational management in developing an effective recruitment and retention plan.

How does technostress during a pandemic affect employee attrition in IT/ITeS industries? Insights from India

Many organizations utilize information and communication technologies (ICTs) to maximize the efficiency and effectiveness of their employees in order to achieve best possible resource utilization. With many salient positive outcomes and benefits for organizations, the use of ICTs also imposes a risk of increased stress for employees, referred to as ‘technostress’. This study tests a model to identify the relationship between technostress and employee attrition in information technology (IT) companies in India during a pandemic which in turn escalated dependencies on ICTs, creating stress among employees. Multiple constructs have been utilized using the ‘person-environment fit’ model for this study. Primary data collection with stratified sampling was administered on a multinational IT firm. Statistical tests were performed and inferential model was developed. The findings support the model, providing insights into the role, significance, and ranking of six constructs in employee attrition. The outcome clearly suggests the presence of technostress due to ICTs and its effects on employee attrition during a pandemic.

Socially active neighborhoods: construct operationalization for aging in place, health promotion and psychometric testing.

From the year 2003 when the first walkability scale was published to date, person-environment fit models and empirical research, some of which was published in Health Promotion International, have encapsulated healthy communities in 'neighborhood walkability'. While there is no doubt that neighborhood walkability positively influences health-seeking behaviors and health, recent models suggest that their measurement and conceptualization have not emphasized the role played by psychosocial and personal factors in aging in place. Thus, the development of scales measuring human ecosystem factors has not recognized all critical factors suited for older adults. In this paper, we aim to draw on relevant literature to frame a more holistic construct, hereby referred to as Socially Active Neighborhoods (SAN), that would better support aging in place in older populations. Through a narrative review based on a systematic search of the literature, we define the scope of SAN and delineate some contextual implications for gerontology, health promotion and psychometric testing. SAN, unlike neighborhood walkability in its current measurement and conceptualization, incorporates critical theory-informed psychosocial factors (i.e. safety and disability friendliness of neighborhood infrastructure) that can encourage older adults with physiological and cognitive limitations to maintain physical and social activities as well as health in later life. The SAN is the result of our adaptation of key person-environment models, including the Context Dynamics in Aging (CODA) framework, that recognizes the role of context in healthy aging.

ALGILANAN KİŞİ-ÇEVRE UYUM ÖLÇEĞİ’NİN (PPEFS-TR) TÜRKÇEYE UYARLANMASI

The aim of this research was to adopt Perceived Person-Environment Fit Scale (PPEFS; Chuang, Shen & Judge, 2016) into Turkish. The PPEFS consists of four measures: Person-Job Fit Scale, Person-Organization Fit Scale, Person-Group Fit Scale and Person-Supervisor Fit Scale. The research was conducted with 643 employees from various sectors and professions, and consisted of two different studies. In Study 1 (n= 325) the CFI confirmed the hypothesized factor structure of the Turkish version of the PPEFS (PPEFS-TR). For convergent validity the relationships of the PPEFS-TR’ scales with another fit scale (Cable & DeRue, 2002; PFS), and for divergent validity the relations between the PPEFS-TR and theoretically unrelated constructs (i.e., age and gender) were examined, and as expected, moderate to low level correlations were found. Moreover, the PPEFS-TR has incremental validity above and beyond the PFS on organizational outcomes (i.e., organizational citizenship behavior, job satisfaction and intention to leave). In Study 2 (n= 308), each scales of the PPEFS-TR predicted the theoretically related construct (i.e., work engagement, organizational identification, group fit, and leader-member exchange) significantly. Internal consistency reliability coefficients were found between .77 and .94 in both studies. Additionally, test-retest reliability coefficients were found between .90 and .94 (n= 55).

Reacting to Perceived Overqualification: Uniting Strain-Based and Self-Regulatory Adjustment Reactions and the Moderating Role of Formal Work Arrangements

Thus far, research on perceived overqualification has focused on either maladaptive, strain-based versus more adaptive, self-regulatory reactions in isolation. Following person-environment fit theory, we seek to advance this one-sided focus by uniting both types of adjustment reactions and to consider their implications for perceived person-job fit, and performance and wellbeing outcomes. In line with theory, we also examine contextual boundary conditions in the form of indicators of formal work arrangements (i.e., permanent vs. temporary employment contract and job tenure). Utilizing three-wave data from 453 employees, we found that perceived overqualification indirectly and sequentially related to decreases in task performance, organizational citizenship behavior and job satisfaction via anger toward employment situation and lower levels of perceived person-job fit—thus reflecting the strain-based pathway. For the self-regulatory pathway, findings did not align with our initial proposition that the positive relationship between perceived overqualification and work organization (a form of structural job crafting whereby employees improve their work processes) would be weaker among temporary employees and those with longer tenure. Instead, having a temporary employment contract or having longer job tenure resulted in a negative relationship between perceived overqualification and work organization, which further contributed to a decrease in performance and satisfaction via lower levels of perceived person-job fit. Our study highlights the demotivating role of a temporary employment contract and long job tenure for overqualified employees to reorganize their work. In discussing our findings, we point to the importance of job stage and develop recommendations for managing overqualified employees.

How cultural intelligence affects expatriate effectiveness in international construction projects

PurposeThis study aims to investigate the influence mechanism of expatriates' cultural intelligence (CQ) on expatriate effectiveness (task performance and premature return intention), identifying work engagement as a mediator and cultural distance as a boundary condition.Design/methodology/approachDrawing on the conservation of resource theory and the person–environment fit (P–E fit) theory, a moderated mediation model is built. Working with a sample of 303 international construction expatriates collected by snowball sampling, the hypotheses are tested by using the structural equation model analysis.FindingsWork engagement partially mediates the relationship between expatriates' CQ and task performance, as well as fully mediates the relationship between expatriates' CQ and premature return intention. Cultural distance moderates the positive relationship between CQ and work engagement, as well as moderates the mediating effects of work engagement.Research limitations/implicationsThe impacts of potential moderators (e.g. work–family conflict and organizational culture) on the relationship between CQ and expatriate effectiveness have not been considered in this study.Practical implicationsThis study is useful for international construction firms to optimize the allocation of human resources.Originality/valueThis study contributes to the expatriate literature by adding empirical evidence to explain the influence mechanism of expatriates' CQ on expatriate effectiveness.

Fostering a salesperson’s team identification: An investigation into the effects of leader-follower emotional intelligence congruence from a person–environment fit perspective

Integrating the person–environment (PE) fit theory with the literature on social identification, we investigate how leader–follower congruence in emotional intelligence (EI) fosters the focal follower’s team identification. We propose that EI (in)congruence between followers and their team leader significantly affects the followers’ relational separation of leader-member exchange (LMXRS), an individual-within-team level construct that indicates one’s relative standing in the team and is operationalized as the Euclidean distance between followers and their team members in terms of perceived LMX quality. Moreover, leader–follower EI (in)congruence indirectly affects the followers’ team identification via the mediating role of LMXRS. The proposed theoretical model was supported by field data collected from 1,416 leader–follower dyads in 143 sales teams across two-time points using polynomial regression and response surface methodology. Theoretical and managerial implications are discussed.

Who commits to the community? Person-community fit, place attachment, and participation in local Japanese communities

We hypothesize that person-environment fit between individual values (traditional vs. modern) and environmental characteristics (rural vs. urbanizing communities) promotes place attachment and participation, while previous studies have examined these factors separately. To investigate this hypothesis, we qualitatively and quantitatively analyzed one rural and one urbanizing community under the same local government (Takizawa City) in Iwate Prefecture, a Northeastern region of Japan. In Study 1, qualitative data from brochures and interviews indicated that the rural community highly valued traditions, whereas the urbanizing community accepted changes in the community. In Study 2, we surveyed 1025 adults living in these communities and found that those who valued tradition showed higher place attachment and community participation in the rural (vs. the urbanizing) community, while those who valued modernization indicated higher place attachment in the urbanizing (vs. the rural) community. Different mechanisms of fostering individuals’ commitment to the local community are discussed.

Ethical leadership influences proactive and unethical behavior: the perspective of person-environment fit

ABSTRACT An increasing number of studies explore the relationship between ethical leadership and subordinates’ work behavior. However, it remains unclear whether ethical leadership affects subordinates’ perceptions of the person-job fit and perceived person-organization fit. We examine the effects of ethical leadership on subordinates’ sense of person-environment fit in terms of its effect on displays of positive and negative behaviors. We collected data from 414 employees from various industries over three time periods. Hypotheses were tested using structural equation modeling (SEM). The SEM results show that person-job fit and person-organization fit mediate the effects of ethical leadership on proactive, and unethical behavior. Person-organization fit mediates the effects of ethical leadership on proactive behavior by the organization and unethical behavior by the organization. These results have implications for management.

Feeling the fit and self-determination A PLS-SEM approach for self-initiated expatriates' self-determination, person-environment fit and turnover intention

The purpose of this study is to investigate the impact of self-initiated expatriates' perceived person-environment (P-E) fit on their psychological need fulfilment as well as the impact of self-initiated expatriates' perceived psychological need fulfilment on their turnover intentions through the lens of self-determination theory. Utilising an online cross-sectional survey approach, this study tests the proposed hypotheses via the PLS-SEM approach with a sample of 40 self-initiated expatriates in Taiwan. Results illustrate that self-initiated expatriates' person-vocation fit significantly affects their autonomy need fulfilment. Moreover, self-initiated expatriates' person-organisation fit influences their autonomy need fulfilment. Furthermore, self-initiated expatriates' relatedness need fulfilment is predictive of their turnover intention. Limitations and implications are discussed.

Effect of Nurses’ Person-Environment Fit on Positive Psychological Capital, Career Commitment, and Turnover Intention

Effect of Nurses’ Person-Environment Fit on Positive Psychological Capital, Career Commitment, and Turnover Intention

Learning Complex Technology Online: Effect of Challenge and Hindrance Techno-stressors on Student Satisfaction and Retention

Despite increasing attention to online learning worldwide, learning complex technologies online has always been challenging and even a hindrance to students who are subjected to elevated levels of technostress. In contrast to most previous studies that focused on the negative side of technostress, this study investigated both the negative and positive sides of technostress. Based on the Challenge Hindrance Framework (CHF), the Holistic Stress Model (HSM), and the Person-Environment Fit (P-E Fit) model, we examined how challenge and hindrance techno-stressors caused distress and eustress in online students and lead to associated outcomes. We empirically validated the research model by analyzing survey data collected from 565 online graduate business students enrolled at a university in the United States. The results revealed that some hindrance and challenge techno-stressors were associated with techno-distress and techno-eustress, which further impacted student satisfaction and student retention. We discussed the contributions and implications and provided future research directions.

The Impact of Self-Efficacy on Nurses' Well-Being: Does Digital Competence Matter?

Drawing on person-environment fit theory and social cognitive theory, this study aimed to examine how self-efficacy affects nurses' workplace well-being via person-job fit and the moderating role of digital competence. A two-wave survey was conducted to collect data. Data were collected from six hundred and ninety-five nurses at three Chinese hospitals between May 2022 and September 2022. We employed hierarchical regression analysis and bootstrapping to analyze the data. Self-efficacy positively influenced person-job fit (β = .55, p < .001), which positively affected nurses' workplace well-being (β = .32, p < .001). Person-job fit mediated the effect of self-efficacy on nurses' workplace well-being. Additionally, digital competence strengthened the positive impact of self-efficacy on person-job fit (β = .12, p < .001). Recruiting nurses with both self-efficacy and digital competence benefits hospitals. It is critical for nurses to improve their digital competence for achieving person-job fit and attaining workplace well-being in the post-coronavirus disease 2019 (COVID-19) era.

The impact of family-to-work spillover on the subjective well-being: role of coping strategies

Purpose. The study focuses on issues related to gender inclusion in organizations. It examine show employers can support women in achieving a balance in two domains: work and family. Employees with childcare commitments can perceive the impact of family on work as positive or negative, and this perception might affect their well-being. Following person-environment fit theory, we test the hypothesis that coping strategies can reduce negative consequences and strengthen positive ones. Study design. Women from CIS countries with childcare commitments (N = 200) participated in this survey. The data was collected in close partnership with the SelfMama project. Findings. The results demonstrate thatsuch coping strategies as positive reinterpretation and growth, planning, denial, and attention leads to insignificance of the negative relationship between the negative spillover effect of the family on workand employee well-being, while venting of emotions and behavioral disengagement act in a similar wayin case of low variable value. At the same time, such coping strategies as planning, venting of emotions, denial, and attention, with their high manifestation, strengthened the relationship between the positive spillover effect of the family on work and well-being, while behavioral disengagement moderated in a similar manner at low values. Thus, the following coping strategies with high manifestation are the most effective moderators: planning, denial, and attention in case of their high manifestation, as wellas venting of emotions and behavioral disengagement in case of their low value. Value of results. The observations obtained will allow the management of companies and employees themselves to increase gender inclusion, pointing to more effective coping strategies that can be trained for employees with childcare commitments.

The Role of Person-Organization and Person-Job Fit in Enhancing Transfer of Learning in Shanghai’s Financial Enterprises

This study examines the effect of workplace learning on employees’ transfer of learning, which refers to the application of new knowledge and skills to their work. The study categorizes workplace learning as either formal or informal and uses the Situated Learning Theory to explore how person-environment fit affects the transfer of learning, with person-supervisor fit as the moderator. Data was collected through questionnaires and analyzed using SPSS and AMOSE. The results show that workplace learning positively impacts employees’ transfer of learning, with person-organization fit and person-job fit mediating this relationship, and person-supervisor fit moderating it. The study concludes that organizations must invest in effective workplace learning programs that support their employees’ career development and promote transfer of learning.

직무자율성과 직업적 자기효능감 및 주도적 경력행동 간의 관계에서 개인-환경 적합성의 조절된 매개효과

Objectives The purpose of this study was to examine the moderated mediation effect person-environment fit on relationship among job autonomy, occupational self-efficacy, and proactive career behavior for enterprising career development of office worker.&#x0D; Methods For this purpose, the online survey was conducted to demonstrate the research questions for total of 505 participants working at the ten different industry sectors in Korea. The collected data were analyzed with descriptive statistics, correlation analysis, and moderated mediation was conducted with SPSS program 24. and Process Macro 4 and 59.&#x0D; Results Following are the major results of this study. First, occupational self-efficacy was partially mediated between job autonomy and proactive career behavior. Second, a moderating effect of person-environment fit was found on the relationship between job autonomy and occupational self-efficacy. Third, person-environment fit had a positively moderated mediating effect between job autonomy and proactive career behavior in the full mediation of occupational self-efficacy.&#x0D; Conclusions These result means that the proactive career behavior of office worker with high level of job autonomy was more strongly affected by person-environment fit than with low level of job autonomy. Thus, the interactive effect of environment and personal resource is the important which improve the proactive career behavior. This study discussed the essential strategies for experience man to enhance their career development as well as the employability.

The influence of boundary management preference on work–nonwork policy effectiveness: Is “turning off” the solution?

ABSTRACT How does boundary management (BM) preference influence the effectiveness of work–nonwork policies? Drawing on BM and person–environment fit theory, we examine the effects of off-hours work-related communication restriction on policy satisfaction, organizational commitment, emotional exhaustion, and work engagement. We suggest a moderated mediation model, assuming that the interaction between communication restriction and BM preference predicts perceived BM fit, positively affecting the outcomes. We investigated this assumption using an experimental vignette study (Study 1, N = 257) and a correlational study (Study 2, N = 239). The findings of both studies show moderated indirect effects of the work–nonwork policy on policy satisfaction, organizational commitment, emotional exhaustion, and work engagement (only investigated in Study 2) via perceived BM fit and conditional on BM preference. Specifically, restricting work-related communication only benefits employees preferring low levels of integration. Contrarily, employees who prefer high levels of integration do not benefit from the policy. Due to using two studies with different methodological approaches, these findings rest on data with high internal and external validity. In particular, the experimental method in Study 1 allows for causal inferences on the effects of communication restriction, supporting the literature on BM fit and offering practical implications.