HEALTHY WORKING ENVIRONMENT, ORGANIZATION'S REPUTATION AND THEIR ‎IMPACT ON ‎EMPLOYEE'S ORGANIZATIONAL FIT: AN EXPLORATORY RESEARCH AT ‎SOME PRIVATE BANKS IN ‎BAGHDAD

The research aims to identify impact models of a healthy working environment ‎and the ‎organization's reputation on the employee's organizational fit. The ‎research population is ‎all private banks in Baghdad, a sample of six banks was ‎selected. 200 questionnaires ‎were distributed, 158 of them returned, 141 of them ‎were valid for analysis. The research ‎employed three approaches: Historical, ‎descriptive, and analytical. To clarify the research's ‎concepts, the first approach ‎was adopted, to clarify the dimensions of the research, the ‎second approach was ‎adopted, and to analyzing the research's dimensions the analytical ‎approach was ‎used. The Amos, 21 software was used to assess the validity of the study ‎model, ‎and the data were analyzed using the spss, 23 programs. The study came up ‎with ‎many conclusions, the most noteworthy of which was that: At the overall and ‎sub-level, the ‎healthy working environment has a statistically significant impact ‎on the employee's ‎organizational fit. And the organization's reputation plays a role ‎in the employee's ‎organizational fit, the impact models between the two ‎dimensions at the overall and sub-‎level were significant and statistical. The ‎research produced a series of recommendations ‎based on these findings, ‎intending to put their findings into reality‎.‎

An Examination of Sport Management Doctoral Programs and the Organizational Environment Through Person–Environment Fit Theory

Scholarly literature focusing on organizational environments and organizational fit highlights the importance of a Multi-Fit perspective, which includes person–environment fit, person–culture fit, and person–vocation fit. However, relatively few scholars in sport management have focused on the organizational environment that includes sport management faculty and doctoral students. Therefore, the purpose of this study was to examine sport management doctoral programs to evaluate how sport management faculty and sport management doctoral students assessed the academic environment. Findings from 15 sport management faculty and 13 doctoral students resulted in three distinct overarching themes: (a) initial evaluations from person–environment fit, (b) fitting in with person–culture fit, and (c) the gap in person–culture fit. Moreover, subthemes emerging from faculty were (a) coachable, (b) well-roundedness, (c) experience, (d) research interests, and (e) statistical knowledge. Subthemes emerging from sport management doctoral students were (a) funding, (b) initial contact, (c) geography, (d) foundation, and (e) cohort mentality. The findings of this study have significant importance to the sport management academy as scholars have suggested approximately 50% of doctoral students fail to receive their degree, and cohort entrance and exit attrition may be as high as 85%. Therefore, the goal of this study was to increase the extant knowledge pertaining to person–environment fit and the sport management doctoral matriculation and enrollment process between sport management faculty and sport management doctoral students.

Cloud accounting adoption in Thai SMEs amid the COVID-19 pandemic: An explanatory case study

The COVID-19 pandemic has altered the way small and medium-sized businesses (SMEs) function. To maintain business efficiency and reduce operating costs in the context of the constraints imposed by the pandemic, SMEs have been forced to embrace new digital technologies. Cloud accounting is becoming an increasingly important business operating tool for SMEs. By adopting cloud-based accounting, SMEs can become more efficient, financially organized, and flexible. This study aims to investigate the factors that have a pervasive influence on cloud accounting adoption among SMEs in Thailand, following the pandemic's effects. This study integrates three technology adoption theories—the Technology-Organization-Environment framework, Diffusion of Innovation theory, and Institutional Theory—and studies them alongside SMEs' unique characteristics. The research employs a qualitative case study method and triangulated sources of evidence. The findings provide important implications for the research community, policymakers, cloud accounting vendors, and SME owners aiming to formulate better approaches to cloud accounting adoption after the pandemic. The results suggest that vendors should focus on SMEs' particular characteristics and needs. By contrast, SMEs should determine the organizational fit of the cloud accounting platform and integrate cloud accounting with other aspects of their operations.

Influence of Person-environment Fit on Work Passion of University Graduates

At present, low passion for work is a difficult problem in human resource management. This paper breaks the research inertia of scholars in dissecting the relationship between fit and passion for work from the perspective of multiple conflicts, and explores the relationship between person-environment fit and the influence of different fit on passion for work. Through the investigation of 402 university graduates of different levels, the results show that: person-organizational fit, person-job fit, person-leader fit and harmonious work passion, obsessive work passion are positively correlated. The results of this paper provide a new explanation for the generation of work enthusiasm and provide practical guidance for solving the management problem of low work enthusiasm.

Police self-legitimacy and democratic orientations: Assessing shared values

Using a sample of frontline police officers from several mid-sized municipal police departments in the United States, this study explores the relationships between frontline police officers’ self-legitimacy, organizational fit, moral alignment with policed communities, and attitudes toward democratic policing principles. Using partial least squares structural equation modeling, the analysis frames democratic policing using a formative latent construct to test several hypotheses. The results support a direct positive relationship between self-legitimacy and attitudes toward democratic policing, and suggest the relationship is partially mediated by officers' perceptions of moral alignment with their policed communities. The results further demonstrate that self-legitimacy is significantly related to organizational fit, but organizational fit does not appear to mediate the relationship between self-legitimacy and attitudes toward democratic policing.

Examining police officers’ perceptions of stress: the role of Person−environment fit

PurposeThe purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).Design/methodology/approachThe authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.FindingsPerceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.Research ImplicationsMore research is needed to identify predictors of organizational fit perceptions among police officers.Practical implicationsFindings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.Originality/valueThe authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

THE PERSONALITY AND MOTIVATION OF “QUANTS”: THE MATH GENIUSES OF WALL STREET

A relatively small sample of experts ([Formula: see text]) working within the quantitative financial area completed two questionnaires measuring their personality and values. This study set out to determine how personality and motivation/work values predict subjective work success and organizational fit using the High Potential Traits Inventory (HPTI) and the Work Value Questionnaire (WVQ). Compared to the population norms, the “Quants” were higher on Curiosity and Conscientiousness but lower on Tolerance of Ambiguity and Risk-Taking Approach. The “Quants” scored higher than population norms on one facet of intrinsic motivation and all three of the extrinsic motivation. The results demonstrated that Conscientiousness and Intrinsic Motivation were both significant predictors of subjective work success. The results are discussed in terms of how to select, manage and promote “Quants”. Implications and limitations are discussed.

Voluntary Pregnancy Screening at Syringe Exchanges: A Feasibility Study

The purpose of this study was to explore the feasibility of offering voluntary pregnancy screening at syringe exchange programs, using the National Implementation Research Network Hexagon Discussion and Analysis Tool. We conducted a survey among female syringe exchange clients, which assessed perceived needs, values, and behavioral intentions for parenting and entering treatment if they received a positive pregnancy screen, and surveys among staff and core volunteers to assess organizational fit, capacity, and needed supports. Participants and staff reported that pregnancy screening was needed at syringe exchange and that capacity needs to be expanded to provide services. Pregnancy screening at syringe exchanges holds the potential to lead to early detection of pregnancy. Early detection of pregnancy among women who inject drugs may result in improved prenatal care, including substance use treatment and treatment of infectious diseases, for women who would otherwise be unlikely to receive prenatal care.

The hunt for red flags: cybervetting as morally performative practice

Cybervetting refers to screening job candidates by evaluating information collected from internet searches and social media profiles. Relatively little is known about how organizational actors use this practice in hiring decisions. Interviews with 61 human resource (HR) professionals reveal that they cybervet in order to minimize hiring risks and maximize organizational fit. Their judgments are deeply rooted in assessments of job candidates’ moral character and how it might affect workplace interactions. Because it involves the construction of moral criteria that shape labor market actions and outcomes, we describe cybervetting as a morally performative practice. HR professionals express enthusiasm for cybervetting, but also concerns about privacy, bias and fairness. Importantly, cybervetting practices and policies vary substantially across different types of organizations. These findings deepen our understanding of how organizational actors define and regulate moral behavior and how their actions are moderated by market institutions.