Development of the Person–Family Fit Construct: An Extension of Person–Environment Fit into the Family Domain

2019 ◽  
Vol 6 (2) ◽  
pp. 156-176 ◽  
Author(s):  
M. K. Dinithi Padmasiri ◽  
Pavithra Kailasapathy ◽  
A. K. L. Jayawardana
Keyword(s):  
Work Environment ◽  
Family Environment ◽  
Work And Family ◽  
Working Environment ◽  
Job Fit ◽  
Operational Level ◽  
Person Environment Fit ◽  
The Family ◽  
Managerial Implications ◽  
Person Organization Fit

This article defines a person’s environment as a combination of work and family environments by extending the person–environment fit theory to include the family domain. The study extends the person–environment fit construct by including person–job fit, person–organization fit, person–group fit, person–supervisor fit (all in work environment) and person–family fit (family environment). In the two studies that were carried using operational-level employees from various industries, we empirically develop a scale for the new concept person–family fit, validated person–family fit scale and the person–environment fit construct. This study makes several theoretical contributions including defining person–family fit construct, developing a scale to measure the same and confirming its inclusion into the person–environment fit construct. Managerial implications are provided to ensure person–job fit, person–group fit, person–supervisor fit and person–family fit in the working environment.

scholarly journals Person-environment fit as a parsimonious framework to explain workplace bullying

2020 ◽  
Vol 35 (5) ◽  
pp. 317-332
Author(s):  
Katrien Vandevelde ◽  
Elfi Baillien ◽  
Guy Notelaers
Keyword(s):  
Structural Equation ◽  
Workplace Bullying ◽  
Future Research ◽  
Job Fit ◽  
Societal Costs ◽  
Content Type ◽  
Person Environment Fit ◽  
Explained Variance ◽  
Causal Nature ◽  
Person Organization Fit

PurposeThis study tested whether person-job fit (PJ-fit), person-group fit (PG-fit) and person-organization fit (PO-fit) relate to exposure to and enactment of workplace bullying (WB), mediated by strain and conflict.Design/methodology/approachData from 1,077 employees were analysed using multiple mediator structural equation modelling (Mplus 8.0).FindingsPJ-fit, PG-fit and PO-fit all related to WB. PG-fit accounted for most explained variance. PJ-fit, PG-fit and PO-fit related to bullying through strain; only PG-fit also related to bullying through conflict.Research limitations/implicationsPE-fit is valuable to parsimoniously investigate WB's multi-causal nature; and strain and conflict partially explain the associations. Future research may shed more light on the direction of these effects.Practical implicationsSo far, scholars assumed that job design prevents WB (work-environment hypothesis). This study revealed that prevention should also focus on the fit between employee and group/organization.Social implicationsWB has high societal costs. The authors introduce a new angle to WB prevention. To counteract WB, practitioners should also look at PJ-fit, PG-fit and PO-fit. This is not only important for recruitment, but also for tenured employees (e.g. because of changes in employees' needs, the job, the group or the organization).Originality/valueThis study was the first to investigate the multi-causal nature of both WB exposure and enactment, by applying the lens of PE-fit, and testing explanatory mechanisms.

scholarly journals EFEITO MEDIADOR DO PERSON-ORGANIZATION FIT NA RELAÇÃO ENTRE PRÁTICAS DE GESTÃO DAS RELAÇÕES INTERPESSOAIS E ÍNDICES DE TURNOVER

2020 ◽  
Vol 13 (2) ◽  
Author(s):  
Danielle Deimling De Carli ◽  
Jucelia Appio Frizon
Keyword(s):  
Job Fit ◽  
Person Environment Fit ◽  
Person Organization Fit

Este trabalho analisa se o ajuste Person-Environment Fit tem efeito mediador na relação entre as Práticas de Gestão das Relações Interpessoais e Índices de Turnover dos funcionários nas “Melhores Empresas para trabalhar” no Brasil em 2017. O presente estudo tem abordagem quantitativa de caráter descritivo com corte transversal. Os dados, de ordem secundária, foram fornecidos pela Fundação Instituto de Administração (FIA). Utilizou-se dados de 456 empresas para análise das Práticas de Gestão das Relações Interpessoais e índices de Turnover e das percepções de 250.273 funcionários para os Índices de Qualidade no Ambiente de Trabalho (IQTA). Para efeito de teste do modelo procedeu-se regressão linear, seguido dos testes de Sobel, Aroian e Goodman para efeito de mediação. Organizadas a variável dependente, independente e mediadoras, avaliou-se se o conjunto das Práticas das Relações Interpessoais afetam os índices de Turnover das organizações pesquisadas e tal relação foi confirmada (H1), sendo que quanto maior a incidência destas práticas, menores os índices de Turnover. Constatou-se em seguida que a existência de Práticas de Gestão das Relações Interpessoais impactam no Person-Environment Fit em suas quatro dimensões (H2a, H2b, H2c e H2d). No entanto, com relação ao efeito de mediação das dimensões da variável Person-Environment Fit entre o conjunto das Práticas das Relações Interpessoais e os indicadores de Turnover identificou-se que somente Person-Organization Fit (H3a) pode ser considerada mediadora, rejeitando mediação das variáveis Person-Job FIT (H3b); Person-Group FIT (H3c) e Person-Supervisor Fit (H3d). Limitações e sugestões para futuros trabalhos são apresentados no encerramento deste artigo. 

Examining the Role of Person-Environment Fit in Improving Teaching Satisfaction and Subjective Well-Being

2017 ◽  
Vol 8 (4) ◽  
pp. 1-14
Author(s):  
Imran Ali
Keyword(s):  
Life Satisfaction ◽  
Well Being ◽  
Positive Influence ◽  
Faculty Members ◽  
Subjective Well Being ◽  
Job Fit ◽  
Person Fit ◽  
Person Environment Fit ◽  
Teaching Satisfaction ◽  
Person Organization Fit

The current study examines the influence of person-environment fit constructs including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit between teaching satisfaction and life satisfaction among faculty members. The study uses data collected from 509 faculty members teaching in different colleges and universities of Pakistan. The study found significantly positive influence of all person-environment fit dimensions including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit on teaching satisfaction and life satisfaction perceptions among faculty members in Pakistan.

scholarly journals Temporal issues in person–organization fit, person–job fit and turnover: The role of leader–member exchange

2016 ◽  
Vol 69 (12) ◽  
pp. 2177-2200 ◽  
Author(s):  
Corine Boon ◽  
Michal Biron
Keyword(s):  
Elderly Care ◽  
Leader Member Exchange ◽  
Care Organization ◽  
Job Fit ◽  
Exchange Relationships ◽  
High Quality ◽  
Person Environment Fit ◽  
Member Exchange ◽  
Person Organization Fit

Person–environment fit has been found to have significant implications for employee attitudes and behaviors. Most research to date has approached person–environment fit as a static phenomenon, and without examining how different types of person–environment fit may affect each other. In particular, little is known about the conditions under which fit with one aspect of the environment influences another aspect, as well as subsequent behavior. To address this gap we examine the role of leader–member exchange in the relationship between two types of person–environment fit over time: person–organization and person–job fit, and subsequent turnover. Using data from two waves (T1 and T2, respectively) and turnover data collected two years later (T3) from a sample of 160 employees working in an elderly care organization in the Netherlands, we find that person–organization fit at T1 is positively associated with person–job fit at T2, but only for employees in high-quality leader–member exchange relationships. Higher needs–supplies fit at T2 is associated with lower turnover at T3. In contrast, among employees in high-quality leader–member exchange relationships, the demands–abilities dimension of person–job fit at T2 is associated with higher turnover at T3.

The relationship between career adaptability and job outcomes via fit perceptions: A three-wave longitudinal study

2020 ◽  
Vol 29 (3) ◽  
pp. 196-204
Author(s):  
Harleen Kaur ◽  
Rajpreet Kaur
Keyword(s):  
Work Environment ◽  
Self Regulation ◽  
Underlying Mechanism ◽  
Career Adaptability ◽  
Job Fit ◽  
Job Outcomes ◽  
Career Construction Theory ◽  
Person Environment Fit ◽  
The Relationship

Drawing on the career construction theory and person–environment fit theory, the current research aimed to investigate whether career adaptability could enhance job outcomes. Further, the study examined the role of person–job fit as an underlying mechanism explaining the relationship between career adaptability and job outcomes. The data were collected in three waves from 239 Indian banking employees. The results suggest that possessing psychosocial meta-capacities in the form of career adaptability stimulates employees’ self-regulation in achieving a work–environment fit, consequently leading to favourable job outcomes. The current study is the first to validate the psychological pathways linking career adaptability and job outcomes via person–job fit. Study findings carry implications for career practitioners/counsellors to acknowledge the role of career adaptability in regulating individual capacities for career development. Elaborating the interconnection between domains of career and jobs, the study encourages organizations to consider career adaptability for improving fit and job outcomes.

Examining the Role of Person-Environment Fit in Improving Teaching Satisfaction and Subjective Well-Being

2020 ◽  
pp. 476-487
Author(s):  
Imran Ali
Keyword(s):  
Life Satisfaction ◽  
Well Being ◽  
Positive Influence ◽  
Faculty Members ◽  
Subjective Well Being ◽  
Job Fit ◽  
Person Fit ◽  
Person Environment Fit ◽  
Teaching Satisfaction ◽  
Person Organization Fit

The current study examines the influence of person-environment fit constructs including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit between teaching satisfaction and life satisfaction among faculty members. The study uses data collected from 509 faculty members teaching in different colleges and universities of Pakistan. The study found significantly positive influence of all person-environment fit dimensions including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit on teaching satisfaction and life satisfaction perceptions among faculty members in Pakistan.

The Role of Leaders in Person–Organization Fit, Person–Job Fit and Person–Team Fit

2018 ◽  
Vol 47 (1) ◽  
pp. 25-41
Author(s):  
Agnieszka Wojtczuk‑Turek
Keyword(s):  
Organizational Climate ◽  
Work Environment ◽  
Empirical Studies ◽  
Job Fit ◽  
Group Relations ◽  
Positive Group ◽  
Different Types ◽  
Employee Competencies ◽  
Person Organization Fit

The purpose of the article is to analyze the role of leaders in shaping different types of employee fit in the workplace. To complete this aim, research of literature and to‑date empirical studies devoted to this issue was conducted. The key activities of the leader that increase person–job fit are: modification of work environment, provision of resources, supporting the subordinates, developing employee competencies and creating attitudes. Person–team fit can be sustained by way of socialization, building positive group relations and facilitation of interactions, as well as creating positive organizational climate. In the case of increasing person–organization fit, it is essential to reinforce identification with the company and create group cohesion.

scholarly journals DISKRIMINASI ORANG DENGAN HIV/AIDS (Study Kasus Kelompok Dukungan Sebaya (KDS) Smile Plus Temanggung)

2020 ◽  
Vol 8 (2) ◽  
pp. 99-118
Author(s):  
Achmad Wisnu Ma'arif
Keyword(s):  
Work Environment ◽  
Social Environment ◽  
Peer Support ◽  
Family Environment ◽  
Research Subjects ◽  
Direct Discrimination ◽  
Indirect Discrimination ◽  
The Family ◽  
Aids Study ◽  
Hiv Aids

This article describes the discrimination of people with HIV / AIDS in the Smile Plus Temanggung Peer Support Group. Besides this research is also to find out the subject responding to discrimination that occurs in the family environment, work environment, and social environment. In this study, the authors used a qualitative method with a case study model. The focus of the study is to examine the discrimination experienced by people with HIV / AIDS. Data collection techniques using observation, interviews, and documentation, with triangulation techniques to test the validity of the data. The results of this study show that of the five research subjects four of them experienced discrimination in the form of direct discrimination and indirect discrimination with sources of discrimination originating from the family and work environment, while in the social environment they did not experience discrimination because the environment did not know their status.Keywords: Discrimination, HIV / AIDS, Peer support groups, Smile Plus

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.

Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship

2014 ◽  
Vol 21 (3) ◽  
pp. 290-305 ◽  
Author(s):  
Mert Aktaş
Keyword(s):  
Design Methodology ◽  
Work Attitudes ◽  
Employee Attitudes ◽  
Job Fit ◽  
Content Type ◽  
Person Environment Fit ◽  
Cultural Component ◽  
The Individual ◽  
Person Organization Fit ◽  
The Relationship

Purpose – The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship. Design/methodology/approach – The survey data were collected from 426 employees of a holding company. Findings – The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship. Originality/value – This research adds a cultural component to the person-environment fit research.

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