Job Characteristics, Day-to-Day Experiences, and Military Career Adaptation: Moderating Role by Person-Job-Fit

2021 ◽  
Author(s):  
Victor O. Odo ◽  
Ikechukwu V. N. Ujoatuonu ◽  
Obinna O. Ike ◽  
Gabriel C. Kanu ◽  
Chiedozie O. Okafor ◽  
...  
Keyword(s):  
Job Characteristics ◽  
Job Fit ◽  
Military Career ◽  
Moderating Role

Heeft coping een invloed op (de relatie tussen) baanonzekerheid, welzijn en arbeidstevredenheid?

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Katrien Bohets ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Job Characteristics ◽  
The Relationship ◽  
Moderating Role ◽  
Coping Behaviours

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.

Managing IT Employee Attitudes that Lead to Turnover

2017 ◽  
pp. 393-411
Author(s):  
Stephen C. Wingreen ◽  
Cynthia M. LeRouge ◽  
Anthony C. Nelson
Keyword(s):  
Explanatory Power ◽  
Job Characteristics ◽  
Employee Attitudes ◽  
Retention Rates ◽  
Job Fit ◽  
Attrition Rates ◽  
Job Attributes ◽  
Individual Preferences ◽  
Survey Results ◽  
Job Levels

IT staff turnover and low retention rates are costly and contribute to organizational inefficiency. The authors extend the existing literature by investigating whether differences in individual preferences for various job characteristics as well as the ability of organizations to meet employee expectations (person-job fit) affect contentment levels and, consequently, attrition rates. Specifically, they investigate the question, “Does a person-job fit perspective provide more explanatory power with regard to antecedents to turnover among IT professionals than either person or job characteristics alone?” for systems developers. Survey results indicate that a person-job fit perspective does provide more explanatory power for certain job attributes, but not for others. In particular, the relationships between system developers' preferred and actual job levels of social support as well as of job challenge are better indicators of attitudes than actual levels of either attribute alone. However, actual job challenge and actual job stress (as perceived by workers) are, individually, better predictors of employee self-esteem, burnout, and alienation than their respective degrees of fit with employee preferences.

scholarly journals Psychological capital and self-reported employee creativity: The moderating role of supervisor support and job characteristics

2018 ◽  
Vol 28 (1) ◽  
pp. 30-41 ◽  
Author(s):  
Wenjing Cai ◽  
Evgenia I. Lysova ◽  
Bart A. G. Bossink ◽  
Svetlana N. Khapova ◽  
Weidong Wang
Keyword(s):  
Psychological Capital ◽  
Supervisor Support ◽  
Job Characteristics ◽  
Employee Creativity ◽  
Moderating Role

Power distance and its moderating role in the relationship between situational job characteristics and job satisfaction

2015 ◽  
Vol 22 (1) ◽  
pp. 68-89 ◽  
Author(s):  
Sven Hauff ◽  
Nicole Richter
Keyword(s):  
Job Satisfaction ◽  
Meta Analysis ◽  
Power Distance ◽  
Job Characteristics ◽  
Driver Model ◽  
Content Type ◽  
National Differences ◽  
National Power ◽  
The Individual ◽  
Moderating Role

Purpose – Power distance describes a central facet of national culture, because it influences the acceptance and endorsement of job characteristics related to status and power. This has major implications for international human resource management, because the importance of different situational job characteristics for employee job satisfaction should differ across cultures. The purpose of this paper is to analyse if and how national power distance levels moderate different situational job characteristics’ influence on job satisfaction. Design/methodology/approach – The authors refer to three approaches to culture: the frameworks of Hofstede and GLOBE as well as to current scores provided in a meta-analysis. The empirical findings are derived using regression analyses on a sample covering 16 nations. Findings – The results are convincing regarding the basic job satisfaction driver model not involving culture. However, the results on power distance’s impact as well as its moderating role are strongly dependent on the culture concepts utilised. The authors provide an analysis of differences along the measurements behind the different concepts. Originality/value – The authors can conclude that national differences in job satisfaction, as found in various studies, are a result of differences in situational dispositions to work life rather than a result of different cultural surroundings in terms of power distance. The question is whether this is due to power distance’s lack of impact or due to other factors, such as the difficulties of measuring culture. The authors discuss the differences which are due to different measurements. For ultimately confirming power distance’s moderating role and for advancing theorizing in this field, further research, which can build on the framework offered in this paper, is needed that directly measures the individual power distance facets in addition to the job characteristics and satisfaction values.

scholarly journals The consistency effect between applicants’ personality traits and job characteristics on employment advertisement

2014 ◽  
Vol 27 (1) ◽  
pp. 55-81
Author(s):  
Byunghwa Yang
Keyword(s):  
Personality Traits ◽  
Eye Movement ◽  
Undergraduate Students ◽  
Job Characteristics ◽  
Order Effect ◽  
Job Choice ◽  
Job Fit ◽  
Job Requirements ◽  
Consistency Effect ◽  
Movement System

This study aims to examine the effect of consistency between applicants’ personality traits and job characteristics on employment advertisement. There are few empirical evidences about the consistency of personality traits and job characteristics, particularly in the employment advertisement, even though literature has shown that person-job (P-J) fit and person-organization (P-O) fit are strongly related to organization attractiveness and job choice decisions. The data were collected from a experiment of undergraduate students at a large Korean University. Using a ratin-square design and a eye-movement system in order to control over the order effect of stimuli presentations, the eighty subjects were given a series of employment advertisement one month after they completed the personalty test of NEO FFI-3. The employment advertisement material includes job requirements which represent a specific traits along with applicants’ personality traits. The result shows that the personality-based consistency between individuals traits and job characteristics is fairly associated with perception of person-job fit and intention to job acceptance. However, Results indicate a weak relationship between personality-based consistency and organizational attractiveness on employment advertisement. This study provides unique contributes to the literature by exploring how personality-based consistency between individuals and jobs influences perceived person-environment (P-E) fit and job choice decisions. Theoretical implications to the personality and recruitment literature are discussed along with practical suggestions to manager that are responsible for human resource management.

Job Characteristics and Work Engagement: The Moderating Role of Emotional Intelligence

2021 ◽  
Author(s):  
Johanim Johari ◽  
Noormuniroh Razali ◽  
Nor Farah Hanis Zainun ◽  
Zurina Adnan
Keyword(s):  
Emotional Intelligence ◽  
Work Engagement ◽  
Job Characteristics ◽  
Moderating Role

scholarly journals The Moderating Role of Work Involvement in Influencing the Relationship between Person-Environment Fit and Organizational Citizenship Behaviour among Public Service Employees

2020 ◽  
Vol 4 (1) ◽  
pp. 53
Author(s):  
Ayu Kamareena Abdullah Thani ◽  
Abdul Kadir Othman
Keyword(s):  
Organizational Citizenship ◽  
Job Fit ◽  
Considerable Effort ◽  
Service Employees ◽  
Work Involvement ◽  
Person Environment Fit ◽  
Person Organization Fit ◽  
The Relationship ◽  
Moderating Role

Studies have put considerable effort to examine the influence of person-environment fit on organizational citizenship behaviour (OCB). However, the findings indicate that the direct relationship is not always satisfactory. Therefore, this study decided to introduce work involvement as a moderator to clearly explained the influence of person-environment fit and OCB. A total of 376 questionnaires were distributed and 371 questionnaires were returned , giving a response rate of 98. 67%. The SPSS was used for the analysis Person environment fit consist s of person job fit, person organization fit, person group fit and person supervisor fit. T he results of this study show that work involvement moderates the relationship s between person job fit and OCB , person organization fit and OCB and person supervisor fit and OCB. The im plications of the study are discussed in the paper.

scholarly journals The influence of Person-Job Fit on burnout and work engagement

2012 ◽  
Vol 25 (3) ◽  
pp. 535-556
Author(s):  
Changgoo Heo ◽  
KangHyun Shin
Keyword(s):  
Work Engagement ◽  
Elevated Level ◽  
Job Characteristics ◽  
Positive Influence ◽  
Job Fit ◽  
Moderating Effects ◽  
Positive Effects ◽  
Negative Effect ◽  
Good Relation ◽  
Positive Effect

This study was conducted to identify the effects of P-J Fit on burnout and work engagement in a sample of 382 employees from major company. The present study attempted to find out the influences of LMX to burnout and engagement and verify the moderating effects of LMX on the influences. The results showed that P-J Fit reduced level of burnout and elevated level of work engagement and the influences were statistically significant. It means that positive influence of P-J Fit which verified in many previous researches was also founded in burnout and engagement. Next, we found that these positive effects of P-J Fit were moderated by LMX. In other words, LMX were enhancing the positive effect of P-J Fit to engagement and negative effect to burnout. It implies that people who have good relation to their superiors feel less burnout due to P-J Unfit and feel more engagement due to P-J Fit. So, the relations between people in company are as important as job characteristics for human resource management. Finally, Implications and limitations of this study are discussed.

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