Person-job Fit Research Articles

Examining the Empathy Profiles and Work Outcomes of Trauma Workers

Trauma work involves intervening with others enduring acute pain and suffering, often with heavy psychological and physical health impacts. An important question is whether dispositional empathy helps or hurts trauma workers in their occupational functioning. The current study addresses this gap in the research literature by using a person-centered approach to examine the empathy profiles and professional outcomes of a broad sample of trauma workers ( n = 315). We measured their trait empathy and organizational outcomes (occupational burnout, person-job fit, turnover intentions, job performance), and found three distinct empathy profiles which differed significantly in their occupational functioning. A ‘self-focused’ empathy profile (dominated by high personal distress responding) reported the worst functioning; an ‘other-oriented’ profile (high on perspective taking and empathic concern) had more positive functioning, and an unexpected ‘low reactivity’ profile (a full SD below the general population on empathy facets) showed the lowest exhaustion. Exploratory analyses revealed that first responders (e.g., police, firefighters, EMTs, paramedics) were overrepresented in the ‘low reactivity’ profile, while psychology-related professions (e.g., psychologists, counsellors, social workers) were underrepresented in that profile. The significance of these results, as well as their implications for empathy research and vocational counselling in the field of trauma work, are discussed.

MiniCandidate: An Innovative Method for Enhancing Employee Selection

The importance of effective decision-making in human resource management, particularly in employee selection, cannot be overstated. While education helps in identifying best practices, some individuals still struggle with myopic views toward selection, often overlooking crucial attributes. In response, the MiniCandidate exercise emerges as a novel intervention, integrating LEGO® minifigures into a playful, yet realistic, simulation. Tailored for physical classroom settings, participants construct minifigures symbolizing job candidates, with each component representing different attributes like general mental ability, the Big Five personality dimensions, and previous experience. Critiquing these minifigures fosters substantive discussions on person-job fit. This innovative exercise stands as a promising tool for developing future managers adept at navigating the complexities of hiring processes.

Unwrapping the Influence of Proactive Personality on Job Satisfaction During Organizational Socialization: Examining the Intervening Effects of Newcomers’ Perceptions of Person–Environment Fit

AbstractThis study focuses on the mediating role of person–environment fit on the relationship between proactive personality and job satisfaction, during the organizational socialization stage. Specifically, it tests the role of person–organization fit and person–job fit, operationalized through its specific subdimensions of demands–abilities fit and needs–supplies (N–S) fit in this relationship. Relying upon a predictive design, a sample of 151 trainees completing their final master’s internship in different organizations was used and data were collected in 2 independent phases, at the beginning and after 5 months of their internships. Results showed a positive, significant link between proactive personality and job satisfaction, supporting the validity of this disposition for predicting this key outcome during organizational onboarding. Further mediation analyses revealed that this relationship is mediated by N–S fit. The main implications of these findings are discussed.

Health-oriented Leadership and Employees’ Well-being: An Explanatory Mechanism of Person-job Fit and Psychological Empowerment

Health-oriented Leadership and Employees’ Well-being: An Explanatory Mechanism of Person-job Fit and Psychological Empowerment

Impact of job meaningfulness on employee retention: Antecedent and outcome of person-organization fit and person job fit

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.

Look busy do nothing: does professional isolation and psychological strain of overqualified employee leads to goldbricking behaviour?

PurposeDrawing on person-job fit theory, this study examined the link between perceived overqualification (POQ), professional isolation, psychological strain and goldbricking behaviour. We also investigated the moderating influence of employee career self-management on the association between the POQ and professional isolation.Design/methodology/approachA time-lagged data approach were used to collect data from service sector organisations. The study model was analysed using PLS-SEM.FindingsThe results show that POQ is positively related to goldbricking behaviour. Professional isolation and psychological strain mediate the link between POQ and employee goldbricking behaviour. The mediated relationship between POQ and goldbricking behaviour through professional isolation was moderated by employee career self-management.Originality/valueThis research contributes to the existing literature by examining the novel concept of goldbricking behaviour in the context of person-job fit theory. The originality of this study lies in its nuanced investigation of the mediating role of professional isolation and psychological strain in the relationship between POQ and goldbricking behaviour. Additionally, this study adds value by examining the moderating influence of employee career self-management, offering practical insights for organisations.

컨설팅전문기업 경영컨설턴트의 직무자율성, 직무재창조, 개인-직무적합성 및 조직몰입의 구조적 관계

The purpose of this study was to investigate the structural relationship between job autonomy, job crafting, person-job fit, and organizational commitment of management consultants of consulting companies. The instrument consisted of measurement tools used in previous studies and modified to fit the job context of management consultants. The responses of 352 management consultants in consulting companies were utilized in the analysis. Reliability analysis, descriptive statistics analysis, correlation analysis, and multicollinearity analysis were conducted using SPSS 29.0 for Windows. Additionally, confirmatory factor analysis and structural equation modeling were performed using the lavaan package in R. The results of the study are as follows. First, a structural relationship model was derived for predicting the causal relationship between job autonomy, job crafting, person-job fit, and organizational commitment of management consultants in consulting companies. Second, the person-job fit of management consultants was shown to have a direct and positive effect on organizational commitment. Job autonomy and job crafting did not significantly affect organizational commitment. Third, the job autonomy of management consultants was found to have a statistically significant effect on organizational commitment through job crafting and person-job fit. Job autonomy has a significant positive effect on organizational commitment with person-job fit as a single mediation and a significant positive effect on organizational commitment with job crafting and person-job fit as dual mediation. Based on these results, suggestions for enhancing the level of organizational commitment of management consultants and implications for follow-up research were presented.

Core self-evaluation:an empirical study in the in the Colombian context

core self-evaluation (CSE) refers to the essential judgments individuals make regarding their self-performance. This study aims to empi-rically examine the correlation between employee’s CSE and key organizational variables, encompassing happiness, motivation, job satisfaction,work commitment, and person-job fit. Through a cross-sectional self-administered instrument, the research delves into the perspectives of 241employees within four retail industry companies in northeastern Colombia. Employing a partial least squares-structural equation model, theanalysis explores the relationships among these variables. The results identify a lack of full reciprocity in the examined associations. When treating CSE as the dependent variable, the study validates only the hypotheses proposing job satisfaction and motivation as independent variables.Nevertheless, a significant association emerges between CSE, and all examined organizational variables when applying a supplemental analysiswith inverted hypotheses. These findings emphasize the importance of adopting a multifaceted approach to enhance organizational outcomes for employees in a business setting. Furthermore, they suggest that, beyond conventional knowledge, CSR could function as a significant catalyst for various organizational behaviors, thereby advocating for its exploration and application in similar studies.

Work Engagement and Person-Job Fit as Catalysts for Employee Performance Excellence in Indonesia’s Agricultural Domain

Work Engagement and Person-Job Fit as Catalysts for Employee Performance Excellence in Indonesia’s Agricultural Domain

Electronic Human Resources Management and Organizational Development: The Mediating Role of Personal Job Fit in Hotels.

Electronic Human Resources Management and Organizational Development: The Mediating Role of Personal Job Fit in Hotels.

Enhancing person-job fit: Who needs a strengths-based leader to fit their job?

Even though person-job fit (PJ fit) is a crucial predictor of employees' overall engagement and performance in their jobs, few studies have identified the mechanisms that enhance PJ fit during the employment relationship. Further, the models that do predict how PJ fit evolves over time are predominantly based on the idea that fit improves through individual adjustment processes by workers. This paper provides a new lens on PJ fit that is based on strengths theory, proposing that strengths-based leaders play a critical role in enhancing both dimensions of PJ fit, i.e. needs-supplies (NS) and demands-abilities (DA) fit, by encouraging employees to use their unique strengths. Furthermore, based on theorizing on substitutes for leadership, proactive career management, and situational strength theory we test the idea that high levels of proactive personality and job autonomy may partly compensate for a lack of strengths-based leadership. We collected three waves of data with two-month time lags from a representative sample of 308 Dutch workers, resulting in 906 datapoints. Results of multi-level path modeling indicate that strengths-based leadership is indeed positively related to both DA fit and NS fit and mediated by strengths use at the within-person level. Further, our results indicate that the combination of high job autonomy and high proactive personality partly compensates for the absence of strengths-based leadership on the within-person level. We conclude that strengths-based leadership is particularly important to facilitate strengths use and PJ fit of employees who have a low propensity to be proactive and/or do not have a high degree of autonomy in their job. We discuss the implications of these findings for research and practice.

Pengaruh Modal Psikologi Dan Person Job Fit (P-J Fit) Terhadap Kinerja Pegawai Dimediasi Komitmen Organisasional (Studi Pada Sekretariat Daerah Kabupaten Batang)

The aim of the research is to examine the influence of Psychological Capital, Person Job Fit (P-J Fit) on Employee Performance and Organizational Commitment as mediating variables at the Regional Secretariat of Batang Regency. The results of the analysis show that there is an insignificant influence of Psychological Capital on organizational commitment, and Person Job Fit has a significant influence on Organizational Commitment, with an Adjusted R-square value of 0.362, a significance value of 0.110 and 0.000. This shows that Psychological Capital and P-J Fit have a significant influence. For the second analysis, there is an influence of Psychological Capital, P-J Fit and Organizational Commitment on Employee Performance with an Adjusted R-square value of 0.541 with significance values ​​of 0.000 and 0.008 (significant) and 0.775 (not significant), respectively. This shows that Psychological Capital and P-J Fiti are significant to employee performance, while Organizational Commitment is not significant to employee performance. For the mediation test, the organizational commitment variable was unable to mediate the influence of Psychological Capital and P-J Fit on employee performance.

The Impact of Person–Job Fit on Employee Engagement

The Impact of Person–Job Fit on Employee Engagement

A study of the psychological mechanisms of job burnout: implications of person-job fit and person-organization fit.

Job burnout and work pressure are pivotal concerns in human resource management and workplace mental health, profoundly impacting organizational sustainability and individual well-being. Grounded in the person-environment fit theory, this empirical study quantitatively investigates the psychological mechanisms of person-job fit and person-organization fit in job burnout, highlighting the mediating role of work pressure. To test our hypotheses, we investigated 477 employees from 63 IT enterprises around China's Pearl River Delta region. The findings reveal that person-job fit is negatively associated with job burnout and work pressure, while work pressure positively influences job burnout, partially mediating the relationship between person-job fit and job burnout. Similarly, person-organization fit negatively affects job burnout and work pressure. However, its direct influence on job burnout is insignificant, indicating that work pressure fully mediates the relationship between person-organization fit and job burnout. These findings are consistent with the person-environment fit theory, enhancing our understanding of how individuals fit with their jobs and how organizations affect job burnout through work pressure. This study offers valuable insights for organizations seeking to mitigate burnout and promote employee well-being.

Money as Achievement on Person-Job Fit

Money as Achievement on Person-Job Fit

Knowledge of AI as a Future Work Skill for Career Sustainability: The Role of Person Job Fit

Knowledge of AI as a Future Work Skill for Career Sustainability: The Role of Person Job Fit

Toward a more pre-emptive approach to managing work emotions and emotional labor

PurposeTo propound a broadened perspective on emotional labor management by exploring mitigatory approaches that could be pre-emptively deployed prior to actual episodic experiences of emotional dissonance and their associated negative consequences (e.g. burnout). At present, the management of emotional labor appears to skew toward reactive measures, such as deploying employee assistance programs (EAPs) to assist overwhelmed employees in coping better with their emotional demands, reducing job-related emotional demands or a combination of both.Design/methodology/approachIntricate processes of emotion emergence and established literature on emotion regulation are considered. By conceptualizing emotion emergence as a process entailing situation, attention, appraisal and response, current efforts can be seen as primarily acting upon the late stages of this process. General emotion regulation strategies that act upon more upstream processes are then considered and applied to the specific context of emotional labor.FindingsPre-emptive steps could be taken from the early stages of job selection as well as personnel selection and assessment through systematic and concerted efforts in identifying job-related emotional demands (e.g. specific display rules, frequency and intensity). Formal job descriptions could then reflect these demands to better facilitate self-selection processes. Additionally, considering these identified parameters as personnel selection and assessment criteria could further enhance person-job fit in terms of emotional congruency. For current hires, pre-emptive steps could also be taken to subliminally modulate their emotional emergence trajectory toward more job-congruent emotions. Collectively, these steps may facilitate the pre-emptive reduction of emotionally dissonant work episodes and bear substantive potential to be deployed synergistically with current, more reactive measures.Originality/valueThis paper offers a broadened perspective on emotional labor management. Through considering intricate processes of emotion emergence and established literature on emotion regulation, a pre-emptive perspective toward managing work emotions and emotional labor is propounded. It is believed that the synergistic incorporation of these pre-emptive management approaches with current strategies (e.g. reducing emotional demands, EAPs, etc.) would holistically allow for greater amelioration of this debilitating issue. Finally, it is hoped that this paper could serve as a primer for future research and discourses to be conducted, such that our arsenal available for combating emotional labor could be substantively expanded to holistically target all stages of the emotion emergence process.

Effect of Person Job-Fit and Internal Service Quality on Job Performance Through Job Satisfaction at 3-Star Hotel Employees in Surabaya

Effect of Person Job-Fit and Internal Service Quality on Job Performance Through Job Satisfaction at 3-Star Hotel Employees in Surabaya

The Influence Of Servant Leadership On Work Engagement : Role Of Meaningfulness Of Work, Job Crafting, And Person-Job Fit As Mediators In NPO

Improving work engagement holds paramount importance for organizations striving to meet objectives, particularly in Indonesia where enhancing employee efficiency is a primary concern. Rooted in the Conservation of Resources and Social Exchange Theory, proactive engagement significantly enhances organizational productivity. This research aims to explore whether the meaningfulness of work, job crafting, and person-job fit, acting as mediators, can intervene in the relationship between servant leadership as independent variables, and work engagement as the dependent variable. Empirical data are being collected through the distribution of questionnaires to 250 members in one of NPO in Semarang. Structural Equation Modeling via SMART PLS 3.0 is facilitating data analysis and hypothesis testing. The findings show that servant leadership and job crafting significantly enhance the meaningfulness of work and work engagement. Positive correlations exist between servant leadership, job crafting, person-job fit, and work engagement. The study underscores the meaningfulness of work, job crafting, and person-job fit as crucial influencers of work engagement, acting as mediators in the relationship between servant leadership and work engagement. The outcomes of this research offer practical insights for academics and professionals in human resource management and non-profit organizational development in Indonesia. They underscore the importance of reinforcing determinants or antecedents of servant leadership within organizational frameworks to bolster work engagement and fulfill organizational responsibilities

The Influence of Person-Job Fit and Public Service Motivation on Organizational Commitment Among Employees of Religious Affairs Ministry Office Purwakarta Regency

This study investigates the influence of person-job fit (P-J fit) and public service motivation (PSM) on organizational commitment (OC) among employees in the Ministry of Religious Affairs Office of Purwakarta Regency, Indonesia. Data was collected through questionnaires distributed to employees in the office. Linear regression analysis was employed to analyze the data. The findings revealed that both P-J fit and PSM positively impact OC. These results are discussed in the context of human resource management and organizational performance improvement within the Ministry of Religious Affairs. The study contributes to the understanding of factors influencing organizational commitment in the public sector.