A Theory of Work Adjustment  (Reprinted by permission of publisher and authors from A Theory of Work Adjustment, Minnesota Studies in Vocational Rehabilitation, January 1964, Bulletin 38.)

Dawis, René V.; England, George W.; Lofquist, Lloyd H.

doi:10.1016/b978-0-08-013391-1.50030-4

Cited by 343 publications

(566 citation statements)

References 3 publications

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“…Research suggests that the employee’s turnover decision is influenced by fit perceptions, with lack of fit seriously undermining employees’ intentions to retain their membership with the organization. As suggested above, TWA serves as a framework within which to predict the outcomes of the balance between the individual and the work environment, and in particular – tenure, that is, remaining on the job (the predictive model; Cable and DeRue, 2002; Cable and Judge, 1996; Dahling and Librizzi, 2015; Dawis and Lofquist, 1984; Hoffman and Woehr, 2006; Kristof-Brown et al, 2005; O’Reilly et al, 1991; Tak, 2011). …”

Section: Subsequent Effects On Turnovermentioning

confidence: 99%

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

2016

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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.

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Section: Subsequent Effects On Turnovermentioning

confidence: 99%

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

2016

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“…Grouping career possibilities into clusters provides a way of exploring a variety of occupational options. The constituents of these career clusters are determined by a variety of factors including the nature of the occupation (its organization, required skill set and environment) and the requisite personality attributes, plus the individual’s self-determination, skills and psychosocial needs [7–10]. The supposition is that choosing a career will be facilitated by exploring a broad group of occupations allowing the student to examine his/her options and then narrow the decision, based on interest, abilities, social values and personality.…”

Section: Introductionmentioning

confidence: 99%

Using medical specialty and selection criteria clusters to study specialty selection by Israeli medical students

et al. 2017

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BackgroundDuring their final year of medical school, Israeli students must consider which specialty to choose for residency. Based on the vocational counseling literature we presumed that choices are made by selecting from a cluster of related specialties while considering professional and socio-economic issues.MethodsQuestionnaires distributed to final-year medical students at two Israeli medical schools ascertained inclinations toward various medical specialties and the importance of various selection criteria. Analysis focused on seven specialties where >20% of students reported they had positive inclinations. For each such specialty, the specialty and selection criteria query were compared using unpaired two-tailed Student’s t-tests to determine differences between students with positive inclinations toward the specialty with those not so inclined. These data were placed in tables, with the significant differences highlighted to facilitate visual recognition of cluster patterns.ResultsCompleted questionnaires were obtained from 317 of 455 students. Students often had positive inclinations toward more than one specialty (specialty clusters) associated with a group of selection criteria (selection criteria clusters). For example, interest in internal medicine was clustered with interest in internal medicine subspecialties, cardiology and research. Furthermore, there was a “reciprocal” aspect to some specialty cluster patterns. For example, those interested in internal medicine had little interest in surgical specialties. Selection criteria clusters revealed occupational interests and socio-environmental factors associated with the specialty clusters. For example, family medicine, which clustered with pediatrics and psychiatry, had a sub-cluster of: Bedside specialty with family orientation affording long-term patient care. Another sub-cluster was time for childrearing and family, only daytime work and outpatient care. Clusters also revealed students’ perceptions that differed from expected: Cardiology is changing from a cognitive to a procedure-oriented subspecialty, clustering not only with internal medicine and its subspecialties but also with emergency medicine, surgical subspecialties and anesthesiology.ConclusionsThe concept that career choice involves selecting from a cluster of related specialties provides information about the specialties students might be considering. Moreover, students are not only looking for individual aspects of a specialty, but for a package including clusters of socio-economic and occupational features. Practically, examining clusters can help in career counseling of medical students and assist residency program directors in marketing their specialties.Electronic supplementary materialThe online version of this article (doi:10.1186/s12909-017-0854-y) contains supplementary material, which is available to authorized users.

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“…Blustein challenged researchers to validate the applicability of such models when used with populations having very limited options. One model that has successfully met this challenge is the Theory of Work Adjustment [TWA; Dawis and Lofquist, 1984]. TWA views work as an interactive and reciprocal process between the individual and the work environment.…”

Section: Introductionmentioning

confidence: 99%

Undocumented status as a social determinant of occupational safety and health: The workers’ perspective

Flynn

Eggerth

Jacobson

2015

American J Industrial Med

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Background Undocumented immigration to the United States has grown dramatically over the past 25 years. This study explores undocumented status as a social determinant of occupational health by examining its perceived consequences on workplace safety of Latino immigrants. Methods Guided by the Theory of Work Adjustment, qualitative analysis was conducted on transcripts from focus groups and individual interviews conducted with a convenience sample of Latino immigrant workers. Results Participants reported that unauthorized status negatively impacted their safety at work and resulted in a degree of alienation that exceeded the specific proscriptions of the law. Participants overwhelming used a strategy of disengagement to cope with the challenges they face as undocumented immigrants. Conclusion This study describes the complex web of consequences resulting from undocumented status and its impact on occupational health. This study presents a framework connecting the daily work experiences of immigrants, the coping strategy of disengagement, and efforts to minimize the impact of structural violence.

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A Theory of Work Adjustment (Reprinted by permission of publisher and authors from A Theory of Work Adjustment, Minnesota Studies in Vocational Rehabilitation, January 1964, Bulletin 38.)

Cited by 343 publications

References 3 publications

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

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

Using medical specialty and selection criteria clusters to study specialty selection by Israeli medical students

Undocumented status as a social determinant of occupational safety and health: The workers’ perspective

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