Comparing person organization fit and person job fit

Ardıç, Kadir; Uslu, Osman; Oymak, Özlem; Özsoy, Emrah

doi:10.22367/jem.2016.25.01

Cited by 11 publications

(6 citation statements)

References 22 publications

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“…PJ fit contains two fundamental components, including demands-abilities fit and needs-supplies fit [ 1 ]. When an employee’s knowledge, skills, and abilities (KSA) match the demand of work, the fit of demands-abilities occurs; when the work performed meets the employee’s need, the fit of needs-supplies occurs [ 11 ]. Scroggins [ 12 ] added the concept of "self-concept of work fit" as an additional component to PJ fit.…”

Section: Introductionmentioning

confidence: 99%

Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai

et al. 2021

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Objectives Using the person-environment (PE) fit theory, this study aims to explore factors affecting medical professionals’ job satisfaction, turnover intention, and professional efficacy, and to examine individual characters associated with PE fit. Design and methods This study used data from the sixth National Health Service Survey conducted in 2018, with a focus on job outcomes among medical professionals in Shanghai. The reliability and validity of the tools for measuring PE and job outcomes were calculated. A structural equation model was used to examine the relationship among person-job (PJ) fit and person-group (PG) fit, job satisfaction, turnover intention, and professional efficacy. Finally, a hierarchical regression model was used to analyze the association between demographic variables and the PJ and PG fit. Results PG fit was directly and positively associated with job satisfaction and professional efficacy. PJ fit had a direct and positive association with job satisfaction but had a direct and negative association with turnover intention. The indirect association of PJ fit with turnover intention was statistically significant. The results from the hierarchical regression analysis showed that younger physicians generally had a lower level of PJ fit and older physicians with higher education tended to have a lower level of PG fit. Conclusions Medical professionals with higher PJ or PG fit have higher job satisfaction, and those with higher PG fit have higher professional efficacy. The impact of PJ fit on turnover intention was mediated by job satisfaction. Healthcare managers should take actions to effectively promote medical professionals’ PJ and PG fit to improve their retention and efficiency.

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Section: Introductionmentioning

confidence: 99%

Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai

et al. 2021

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“…It is possible that a good ft between the job and organization leads to higher job satisfaction, empowerment, and work engagement [51,53,54]. Person-job ft occurs when the staf's knowledge, skills, and abilities match work demands and the work performed meets their needs [55]. Tis suggests that hospital administrators and nurse managers should consider nurses' characteristics, needs, and values before assigning work and departments to enable them to perform to their full potential.…”

Section: Discussionmentioning

confidence: 99%

Predicting New Graduate Nurses’ Retention during Transition Using Decision Tree Methods: A Longitudinal Study

Lee,

Yoon,

2024

Journal of Nursing Management

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Background. Although retaining new nurses is imperative for the future of the nursing profession, it remains a challenging task in the healthcare industry. Understanding the career journey of new graduates as they transition from students to nurses is vital. However, longitudinal studies investigating the factors influencing retention during this period are lacking. Aim. The aim of this study is to identify the influencing factors and develop a longitudinal prediction model for new graduate nurse retention. Methods. A secondary data analysis was conducted using the New Nurse e-Cohort Study dataset from two survey periods, November–December 2020 and February–March 2022. The participants were categorized into either retention or turnover groups based on their turnover experiences. A decision tree based on classification and regression tree (CART) analysis was utilized. Results. Of the total 586 participants, 463 (79%) were in the retention group. The CART model highlighted that new nurses’ retention was significantly associated with younger age, higher readiness for practice (clinical problem-solving) during the nursing program, lower transition shock (such as confusion in professional values, loss of social support, and conflicts between theory and practice), and a higher person-environment fit (person-job fit). The predictive accuracy of the CART model was 79.7%. Conclusion. To retain new nurses, nursing educators and hospital managers should collaborate to prepare nursing students for actual practice, offer support during organizational socialization, and foster healthy professional values for competence in the workplace. Implications for Nursing Management. Transforming the educational strategies of nursing programs and hospital management policies is imperative to ultimately enhance the retention of new graduate nurses.

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“…Still, it conflicts with hedonistic motivation’s single-minded pursuit of pleasure and avoidance of pain ( Kryza-Lacombe et al, 2019 ). Second, at the organizational level, the alignment of individual and organizational goals is essential for the rapid integration of individuals into the organization and their career development ( Ardıç et al, 2016 ). A purely hedonistic goal is often inconsistent with the organization’s requirement to work hard and serve the interests of the organization.…”

Section: Discussionmentioning

confidence: 99%

Why are hedonists less happy than eudaimonists? The chain mediating role of goal conflict and mixed emotions

Sun

Liu²,

Ping³

et al. 2023

Front. Psychol.

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IntroductionHuman motivation for happiness involves two main orientations of hedonia and eudaimonia. Numerous studies have shown that hedonic motivation has a much smaller effect on happiness outcomes than eudaimonic motivation, but little is known about the reasons for this. According to the Self-Determination Theory and the Levels of Valence Model, this may be related to the different goal conflicts and mixed emotions elicited by the two motivations. To demonstrate this, the study examined the mediating effect of the above two variables between happiness motivation and life satisfaction. Furthermore, it explained why hedonists are less happy than eudaimonists by comparing the two happiness motivations in terms of their respective path effects.MethodsThe study randomly selected 788 college students from 13 different provinces of China to examine the relationships between hedonic motivation, eudaimonic motivation, goal conflict, mixed emotions, and life satisfaction.ResultsThe result showed that (1) the direct effect of hedonic motivation on life satisfaction was marginally significant, and the effect size was much smaller than that of eudaimonic motivation. (2) The direct and indirect effects of hedonic motivation were the opposite, with a large suppressing effect. In contrast, all paths of eudaimonic motivation positively affected life satisfaction. (3) Hedonic motivation negatively influenced life satisfaction through mixed emotions and the chain mediating effect of goal conflict and mixed emotions, whereas eudaimonic motivation positively influenced life satisfaction through these two mediating paths. (4) The effects on all paths of hedonic motivation were significantly smaller than those of eudaimonic motivation, except for the path mediated by goal conflict.DiscussionThis study explains why hedonists are less happy than eudaimonists from the perspective of goal pursuit, emphasizes the critical role of differences in goal pursuit state and experience between happiness motivation and life satisfaction, and provides new ideas for the study of the influence mechanism of happiness motivation. At the same time, the deficiencies of hedonic motivation and the advantages of eudaimonic motivation presented by the study provide directions for cultivating happiness motivation for adolescents in the practice field.

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Comparing person organization fit and person job fit

Cited by 11 publications

References 22 publications

Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai

Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai

Predicting New Graduate Nurses’ Retention during Transition Using Decision Tree Methods: A Longitudinal Study

Why are hedonists less happy than eudaimonists? The chain mediating role of goal conflict and mixed emotions

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