Person-environment Fit Theory Research Articles

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 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.

Job performance predictors in a group of information and communication technology specialists

Based on the theory of person-environment fit, non-cognitive predictors of job performance were studied in a group of information and communication technology (ICT) specialists. From various potential job and training performance predictors seven psychological attributes (personality, vocational interests, grit, growth mindset, self-efficacy, goal orientation and resistance to change) were chosen and tested as predictors of job performance ratings, as provided by either the supervisor or the study participant. The results indicate that grit, vocational interests, and resistance to change predict job performance in this group of ICT specialists. This study adds to the scientific literature of grit and vocational interests as non-cognitive predictors of job performance. Implications for practice include the recommendation of using grit and vocational interests in personnel management processes such as personnel selection or placement.

LONG-TERM CARE RESIDENT PERSPECTIVES ON PERSON-CENTERED CARE: INTERSECTIONS OF PRACTICE AND THEORY

Abstract The Designation of Excellence in Person-Centered Long-Term Care is a multi-year study to redefine standards of long-term care delivery according to the preferences of residents, family, staff, and leaders. During 2021, as one component of the study, 247 residents from 23 communities across the country engaged in a participatory message board activity inquiring about their lived experiences of receiving care and services in their long-term care communities. Residents commented on their personal care, personal and shared spaces; family, friends, and community; and wishes and feelings. Using a phenomenological approach to data analysis to better understand the universal and the unique aspects of the experience of living in long-term care, key themes centered on the importance of staff (1) knowing, responding, and being attentive to the details of residents’ life history, care needs and preferences; (2) treating residents respectfully and as mature adults; and (3) demonstrating care and connection in resident interactions. These key themes and their related sub-themes intersect with several social science theories that underscore those factors promoting adaptability to changed environments while trying to preserve identity, belief systems, and values. Applying a conceptual lens to resident comments suggests programmatic strategies that long-term care providers can prioritize for promoting and operationalizing person-centered care. The poster will present a graphic representation of the intersections of person-centered care and existing theoretical frameworks using resident remarks to highlight central tenets of continuity theory, person-environment fit theory, and social identity theory.

USING PHOTOVOICE TO UNDERSTAND THE LIVED EXPERIENCE AND ENVIRONMENT OF OLDER ADULTS AWAITING KIDNEY TRANSPLANT

Abstract End-stage renal disease (ESRD) causes age-accelerating disease and disproportionally affects older and minority patients; the preferred treatment is kidney transplantation (KT). Rates of KT have risen 5-fold for older adults since 1990 but there is great heterogeneity in KT outcomes by frailty and waitlist status. The person-environment fit theory posits that improving a person’s lived environment will facilitate optimal individual functioning. We recruited a balanced sample of 20 participants (mean age 60, range 35-82) with respect to their frail/ pre-frail and inactive/ active waitlist status to explore personal experience and the lived environment through the use of photovoice, gaining insight into the person-environment fit of those older adults awaiting KT. We will discuss IRB issues, recruitment and logistical tips with using Photovoice. This work will help to inform what vulnerable and marginalized older adults awaiting KT must be prepared for psychologically and physically, including modifications needed to their lived environments.

Redesigning workspace at Adobe: an Indian perspective

PurposeThe purpose of this study is to describe the success story of a software company, Adobe, in redesigning the workplace environment from cubicles to a connected collaborative workplace, which helped the organization optimize workplace usage. The goals were to design an innovative work environment to optimize the usage of the office portfolio, improve workplace service quality and infrastructure facilities of the portfolio, increase employee productivity, reduce technology costs, engage employees in a better way to enhance employee satisfaction, align workplace design with the brand, mobilize technology and enable a globalized workforce to facilitate higher productivity.Design/methodology/approachAn exploratory research design method was adopted using the purposive sampling technique to collect data through semi-structured interviews with a team of nine property professionals from the operations team responsible for workspace redesign at Adobe in India.FindingsThe main observations of the corporate real estate (CRE) manager were on what value parameters drive workplace redesign and how different software companies were creating strategies to manage workplace design or redesign change for optimal use of the organization portfolio. To discuss the CRE strategies of global software leaders, IBM and SAP were pointed out in this case.Research limitations/implicationsThe number of interviews were limited. The related parameters for workplace transformation are not necessarily complete. However, the parameters are regarded to include the most important aspects of workplace redesign.Practical implicationsThis study provides useful insights into how benchmarking in the workplace transformation function of the CRE industry can be applied to address portfolio-related challenges, divergent employee needs and improve workspace usability following energy-efficient policies. Practitioners can use this study as a guide to develop more effective workspace designs.Social implicationsThis study may guide other firms on successful workspace design initiatives that may overcome many obstacles in the workplace transformation process to have their intended impact on workplace efficiency and employee satisfaction. The case can be used as an inspiration for developing specific user-focused innovative workspace design in practice.Originality/valueAdopting the theoretical background of the person–environment fit theory, this study adds to the understanding of the operational model of a digitally connected workspace designed as per real estate needs and strategies to manage the CRE portfolio of the company.

Robot cleaners in tourism venues: The importance of robot-environment fit on consumer evaluation of venue cleanliness

Cleanliness is a key determinant of service quality, and robot cleaners are increasingly being deployed in tourism venues to reduce cleaning costs and increase efficiency. However, how robot deployment might alter tourists' perceptions of a venue's cleanliness remains unexplored. Building upon the person-environment fit theory, we propose that consumers' evaluations of robot cleaners are contingent on the fit between robots and the cleaning environment. We supplement two experiments with text analysis to show that deploying robot (vs. human) cleaners in a hotel/airport dilutes consumers' perceptions of the venue's cleanliness. Consumers generally perceive robot cleaners to be less competent than humans and thus expect a venue serviced by robot cleaners to be less clean. However, when the cleaning task is considered to be disgusting or disruptive, consumers view robot cleaners as more competent. These findings have important managerial implications for whether and how to deploy robot cleaners in tourism settings. • Deploying robot cleaners in tourism venues dilutes consumers' perceptions of the venue's cleanliness, but this varies across cleaning contexts. • When the cleaning task induces feelings of disgust, consumers evaluate robot cleaners more favorably than human cleaners. • When the cleaning service is viewed as disruptive, consumers also prefer robot cleaners to human cleaners. • Robot cleaners-environment fit determines consumers' perceptions of robot cleaners' competence and their performance.

Techno-invasion and job satisfaction in China: The roles of boundary preference for segmentation and marital status

BACKGROUND: While the intensive work-related use of information and communication technologies after working hours have led to increased techno-invasion, much less is known regarding whether and for whom techno-invasion influences job satisfaction. OBJECTIVE: Drawing on the conservation of resources theory and person-environment fit theory, this study examined the relationship between techno-invasion and decreased job satisfaction. Specific attention was paid to the moderating effect of boundary preference for segmentation and its joint influence with marital status on this relationship. METHODS: Questionnaire data were collected by an online survey of a nationwide and diverse sample of 472 employees from China. Data were analyzed using descriptive statistics, confirmatory factor analysis and hierarchical regression analysis. RESULTS: We found that techno-invasion negatively correlated with job satisfaction, which was strengthened by boundary preference for segmentation. Furthermore, the results of a three-way interaction effect suggested that the moderating role of boundary preference for segmentation on the relationship between techno-invasion and job satisfaction is stronger for unmarried employees than it is for married ones. CONCLUSIONS: The findings expand the understanding of the mechanisms underlying the relationship between techno-invasion and employee satisfaction in the Chinese context. Moreover, the findings have important implications for employers and employees that the interaction and matching of work environment, family environment, and individual preferences need to be considered to reduce the negative impact of techno-invasion on job satisfaction.

Occupational Stress Intervention and Performance of Academic Staff in Selected Universities in Kenya

The performance of university academic staff has become an issue of concern as different governments continue to push for quality higher education globally. It is expected that universities contribute to national development by offering first-class professionals in various fields. This study sought to investigate the effect of occupational stress interventions on the performance of academic staff in selected public universities. The study was guided by: the person-environment fit theory, cognitive dissonance theory as well as broaden and build theory. Moreover, the study was anchored on the philosophical approach of positivism. The study adopted an explanatory design and a cross-sectional survey. Inferential and descriptive statistics were then used to analyze the data. Descriptive statistics were given in terms of percentages, frequencies, and measures of central tendency. Inferential statistics were used to gauge the nature and extent of relationships between variables by using regression analysis at a 0.05 level of significance. The findings show a positive and significant relationship between occupational stress intervention and the performance of academic staff.

Critical Review of Literature on Effect of Occupational Stress Interventions on Performance of Academic Staff in Kenyan Universities: A Research Agenda

This article is a critical review of both theoretical and empirical literature on the concept of the effect of occupational stress interventions (OSI) and academic staff performance in Kenyan universities. The review was informed by the fact that there exists limited research on this topic in the Kenyan context hence this relationship is not adequately understood. In the theoretical review section, the paper reviews four theories in relationship to the proposed study variables i.e., person-environment fit theory, job-demand-control-support theory, broaden and build theory, and cognitive dissonance theory. From the empirical literature review, the paper proposes the studying of the mediating and moderating effect of psychological capital and social support respectively on the relationship between the independent and the dependent variable. A conceptualization that hypothesizes that OSI directly affected academic staff performance and is mediated by psychological capital, while social support moderates the relationship is proposed. The proposed study assumes that the performance of academic staff depends on the practical implementation of OSI, social support, and the psychological capital of the academic staff.

WORKPLACE BULLYING AND OCCUPATIONAL STRESS IN MANUFACTURING FIRMS IN SOUTHEAST NIGERIA

This study examined the effect of workplace bullying and occupational stress in manufacturing firms in southeast Nigeria as the broad objective with a specific objective and a hypothesis accompanying it. Person-Environment (P-E) Fit Theory was used in anchoring the work. A survey research design was adopted by the study. The population of the study consisted of 798 employees of 25 manufacturing firms from the five southeastern states in Nigeria. A sample size of 259 was gotten by the application of Krejcie and Morgan's 1970 sample size formula. The method of data collection was primary, with a structured questionnaire being the instrument and was tested for reliability and validity. The data collected were analyzed using correlation analysis and the hypothesis was tested at a 5% level of significance. Results revealed that there is a statistically significant relationship between work-related bullying and occupational stress among workers in manufacturing firms in southeast Nigeria (r = 918, P-value < 0.05). The study, therefore, concluded that workplace bullying has a relationship with occupational stress. Hence, it was recommended that the management of the manufacturing firms should know the threshold of employees' tolerance, so as not to push them to the extent of the employee seeing it as bullying, and therefore, make them more stressed. Keywords: Workplace Bullying, Work-Related Bullying, Stress, Occupation Stress, Manufacturing Firms and Southeast Nigeria.

Linking Career Adaptability to Entrepreneurial Burnout: A Moderated Mediation Model

Based on career construction theory and person-environment fit theory, this study developed a theoretical model linking career adaptability to entrepreneurial burnout. A three-wave data collected from 319 owner-manager entrepreneurs showed that career adaptability was positively associated with person-entrepreneurship fit, which negatively related to subsequent entrepreneurial burnout. Moreover, we found that the indirect effect of career adaptability on entrepreneurial burnout was stronger for entrepreneurs with higher (versus low) entrepreneurial role model exposure. By integrating entrepreneurship and career construction literature, this study shows whether, how, and when career adaptability leads to low subsequent entrepreneurial burnout.

Person-vocation and same organization bridge employment intention: Testing the mediating and moderating roles of person-organization fit

BACKGROUND: During the last decades, much research has been accomplished on the antecedents of bridge employment. Nevertheless, there is limited investigation into the influence of person-environment fit levels on retirement intentions. OBJECTIVE: This study’s purpose was to examine the interactive effect of person-environment fit levels on the intention to pursue bridge employment. More specifically, the authors investigated the mediator and moderator roles of person-organization fit on the relationship between person-vocation fit and the intention to pursue bridge employment within the same organization. METHODS: Data from 246 older executives working in the French banking sector were used to test the hypotheses. RESULTS: The results indicated the existence of a positive and significant relationship between person-vocation fit and the intention to pursue bridge employment within the same organization. Further, the findings confirmed the mediating and moderating roles of person-organization fit on this relationship. CONCLUSIONS: The results of this study have theoretically and empirically extended person-environment fit theory, continuity, and role theories to shed light on the underlying mechanisms through which person-vocation fit impact bridge employment intention. The findings of this study can be used by career counsellors and managers to design more effective actions to retain older workers.

Women entrepreneurs’ success factors of Northern Indian community: a person–environment fit theory perspective

PurposeWomen entrepreneurs contribute significantly to Asian economies. However, women in this region face an alarming array of barriers to entrepreneurship. This research study aims to examine the factors, i.e. government support, family social support, financial literacy and managerial skills, in building the entrepreneurial capacity of women entrepreneurs under the lens of the person–environment (P-E) fit theory. Furthermore, the study also examines the moderating effect of socio-cultural barriers in the said relationships.Design/methodology/approachFor the study, the data was collected from the owners of 311 women-owned manufacturing and services sector enterprises from the northern Indian community.FindingsFindings suggest that all the factors significantly affect the entrepreneurial capacity of women entrepreneurs, and the barriers work as a moderator between the relationships.Originality/valueBased on P-E fit theory, this unique research study proposes a model to test the role of factors such as government support, family social support, financial literacy and managerial skills in developing women entrepreneurs’ entrepreneurial capacity along with examining the moderating role of socio-cultural factors contributing to the entrepreneurial capacity of women.

How people higher on social dominance orientation deal with hierarchy-attenuating institutions: the person-environment (mis)fit perspective in the grammar of hierarchies

Interweaving Social Dominance theory with Person-Environment (P-E) fit theory, the present study examines how people higher on social dominance orientation (SDO, i.e., those who generally favor group hierarchies and inequalities) can deal with belonging to institutions that culturally sustain group equality (i.e., hierarchy-attenuating institutions). We enrolled two cohorts of first year students majoring in social work (Sample 1, N = 296; Sample 2, N = 117), a typical hierarchy-attenuating setting. Participants’ belonging to a hierarchy-attenuating institution was primed before administering a self-report questionnaire for measuring the study’s variables. Results of mediation analyses showed that people higher in SDO experienced higher P-E misfit with the institution in both samples. In turn, P-E misfit was positively associated with the intention to leave the social work faculty and with a higher pro-self hierarchy-enhancing motivation (i.e., agreeing that “I am enrolled in a Social work faculty primarily to have more chances to gain money and success in the future”). These results show that people higher in SDO can deal with the dissonant condition of P-E misfit with a hierarchy-attenuating institution by leaving such institution (i.e., differential attrition process) and/or by adopting a framework for their presence in a hierarchy-attenuating institution that aligns with their own’s socially dominant beliefs (i.e., motivational shaping process). Theoretical and practical implications are discussed.

Australian Journal of Career Development: A 30-year perspective

The purpose of this study was to analyse 593 articles from 1120 authors published in the Australian Journal of Career Development between 1992 and 2001. The analysis focused on authorship, type of article, setting/participants and career development theory across three decades as well as across the first five editors during that period. The results revealed that (a) there was an increase in international career articles; (b) the majority of articles were empirical; (c) the most common samples comprised college/university students and adult workers; (d) over the last 30 years constructivist-narrative approaches and person-environment fit theories attracted the most research attention; and (e) the editorial policies of the journals have varied across time.

Understanding work experience in epidemic-induced telecommuting: The roles of misfit, reactance, and collaborative technologies

In the management of the global COVID-19 pandemic, the mandated closure of workplaces and stay-at-home orders have forced workers to adapt to a prolonged period of unplanned telecommuting, which we term epidemic-induced telecommuting. Although epidemic-induced telecommuting has drastically altered how work is conducted, scant attention is being paid to this emerging work arrangement. To this end, we combine psychological reactance theory and person-environment fit theory to advance the concept of misfit between worker and environment as a core determinant of employees’ work experience in the epidemic-induced telecommuting. Particularly, we distinguish between supply-value and demand-ability misfits as constraints on workers’ freedom at work. Having analyzed data collected through a survey administered on remote workers, we discovered that both misfits positively influenced workers’ perceived psychological reactance, which led to work exhaustion and counter-productive behaviors. We also found that the utilization of collaborative technologies moderated the effects of misfit on workers’ psychological reactance.

The perils of hospitality internship: a growth curve approach to job motivation change

PurposeWhy would a hospitality or tourism enterprise’s talent program backfire to demotivate interns from engaging in their jobs? This study aim to synthesize theoretical strands from the self-determination theory, person–environment fit theory and conservation of resources theory to investigate the predictors of perceived person–job fit and how such a fit causes changes in interns’ job motivation over time.Design/methodology/approachA four-wave longitudinal study was conducted. The four waves of data obtained from over 251 interns in China were analyzed using latent growth curve modeling.FindingsThe findings demonstrate that abusive co-worker treatment moderated the impact of perceived negative social status and perceived overqualification on perceived person–job fit. Moreover, perceived person–job fit is a significant predictor of the initial level of job motivation and flattens the decrease in job motivation over time. These findings demonstrate that interns’ job motivation generally decreased over time, and perceived person–job fit may help dampen the change trajectory of job motivation.Practical implicationsThis study contributes to the practice of education and organizations in hospitality and tourism management by advocating for better interventions to improve interns’ work experience and motivations. Also, organizations can create team-building opportunities and promote teamwork that contributes to the formation of cohesive relationships and improve personal bonding.Originality/valueThis longitudinal inquiry conducted in China underscores the perils of hospitality/tourism internship by synthesizing a framework based on the theoretical strands germane to person–environment fit, resource conservation and self-determination. It uncovers the dark side of internship – not only due to mismanaged internship experience, but also because it could backfire to create a demotivational spiral that may ultimately drive potential talents away from hospitality/tourism organizations and industry.

Choose wisely: intrinsic motivation for enrollment is associated with ongoing intrinsic learning motivation, study success and dropout

ABSTRACT Student dropout is a frequent phenomenon in higher education institutions that entails high costs for individuals, institutions, and society as a whole. Thus, it is crucial to identify protective factors regarding dropout in cases in which it could have been prevented. In line with Person-Environment Fit Theory, we assume that intrinsic motivation for enrollment (i.e. choice of major based on personal interests) is an important protective factor that facilitates intrinsic learning motivation over time, which should in turn be positively associated with performance at university and negatively associated with dropout (intentions). We tested these assumptions in two longitudinal studies using structural equation modeling. In study 1, we found that intrinsic motivation for enrollment was associated with a positive development of intrinsic learning motivation (N = 774 students, two time points during the first two semesters). In study 2, we investigated whether intrinsic learning motivation mediated the association between intrinsic motivation for enrollment and study success variables (N = 1185 students, three time points during the first academic year). Intrinsic motivation for enrollment was only slightly positively associated with university GPA, but negatively with students’ dropout intention measured one year later – mediated via intrinsic learning motivation. We did not find an association between intrinsic motivation for enrollment and actual dropout. The presented research provides the foundation for a process model linking the quality of motivation for enrollment to study success, which has strong implications for counseling of prospective students as well as for the identification of students at risk.

Work-related use of information and communication technologies and error admission: The roles of emotional exhaustion and person–organization fit

We examined the effects of work-related use of information and communication technologies after hours (W_ICTs) by applying the job demands–resources model and person–environment fit theory. Our focus was on the mechanism of the impact of W_ICTs on employees' nonwork time error admission, the mediating effect of emotional exhaustion, and the moderating effect of person–organization fit. We used experience sampling to make repeated measurements at different time points to obtain the dynamic variation of the variables. There were 55 participants who completed online questionnaires for 10 consecutive workdays, resulting in 1,035 valid questionnaires for analysis. We found that employees' daily W_ICTs had significant negative effects on their error admission, and significant positive effects on their emotional exhaustion. Further, emotional exhaustion mediated the relationship between W_ICTs and error admission, and person–organization fit negatively moderated the relationship between emotional exhaustion and error admission.