Ethical person-environment fit: An integrative definition, key findings, and a call for future research

George, Felix

doi:10.1016/j.hrmr.2021.100840

Cited by 5 publications

(7 citation statements)

References 73 publications

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“…In the hotel industry, promotion is not always considered fair, which means that building a fair promotion mechanism can advance hotel employees' work participation and productivity (Russen et al, 10.3389/fpsyg.2022.1063797 Frontiers in Psychology 05 frontiersin.org 2021). Ethical corporations advocate a fair organisational atmosphere (George Jr, 2021) to make employees believe their organisation has provided fairness in promotion opportunities. Likewise, procedural fairness boosts employees' motivation to support an organisation (van Dijke et al, 2012).…”

Section: Hypothesis 5b Status Value Negatively Affect Employee Unethi...mentioning

confidence: 99%

Hospitality’s ethical values and unethical employee behaviour: The mediating roles of work values and the moderating role of perceived organisational support

Chen

Liu

2022

Front. Psychol.

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In recent years, hotels have occasionally engaged in unethical behaviour. This has become an urgent problem that requires a solution. Based on social exchange theory, this study constructs a theoretical model of the relationship between hospitality’s ethical values and unethical behaviour. According to 543 questionnaires, the findings indicate that hospitality’s ethical values negatively affect the unethical behaviour of employees. Work values played a part in the intermediary role between the two, and perceived organisational support significantly positively moderated the relationship between hospitality’s ethical values and unethical behaviour. By exploring the logical relationship between hotels’ and employees’ morality, this study expands the research content and theoretical framework of unethical employee behaviour and helps to bridge the work values of hotels and individuals. Furthermore, it helps to build a good hotel ethical value system, which can effectively reduce and suppress the emergence of unethical employee behaviour.

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Section: Hypothesis 5b Status Value Negatively Affect Employee Unethi...mentioning

confidence: 99%

Hospitality’s ethical values and unethical employee behaviour: The mediating roles of work values and the moderating role of perceived organisational support

Chen

Liu

2022

Front. Psychol.

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“…Although results of both EFA and CFA indicate that CMV issues are not of significant concern (Lux et al., 2023), this study fails to exclude other possibilities (e.g., the amplified congruence effects resulting from subjective congruence rather objective congruence measurement; Kristof‐Brown et al., 2005) and illustrates the causal relationship among the investigated variables in view of that followership behaviors could also reversely affects leadership (Uhl‐Bien et al., 2014). Therefore, future studies can benefit from a multi‐source data collection, and distinguish between the subjective and objective measurement (Barrick & Parks‐Leduc, 2019; George, 2022).…”

Section: Discussionmentioning

confidence: 99%

“…Third, although this study demonstrates the leadership identity construction process using a polynomial regression approach from a followership perspective, it exclusively concentrates on the ethical congruence based on subordinate's personal ethical cognitions and PEL, and overlooks other possible combinations (Barrick & Parks‐Leduc, 2019; George, 2022). For instance, existing studies also demonstrate that compared with the current conclusion, cognitive congruence prompts similar outcomes, but cognitive incongruence prompts totally distinct outcomes (Egorov et al., 2020; Giessner et al., 2015; Qin et al., 2018).…”

Section: Discussionmentioning

confidence: 99%

“…Drawing lessons from person–supervisor fit literature (Kristof‐Brown et al., 2005), supervisor‐subordinate ethical congruence refers to similarity or match in ethical characteristics between a supervisor and a subordinate (George, 2022; Qin et al., 2018). Specifically, following a complementary fit perspective (Kristof‐Brown et al., 2005), subjective ethical congruence refers to the similarity in subordinate ratings between perceived ethical leadership (PEL) and personal moral identity (PMI).…”

Section: Hypothesesmentioning

confidence: 99%

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How subjective ethical congruence facilitates leadership identification construction: A followership perspective

Fan,

Wang,

Wang

2023

Can J Adm Sci

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This study examines subordinate subjective congruence resulting from personal ethical identity and perceived ethical leadership (PEL) on followership behaviors, including: obedience, proactive, and constructive resistance behaviors through identification with supervisors. Using polynomial regressions, results from self‐reported data of 208 employees in China supported that higher level of identification with supervisor occurs because of the following: (1) ethical congruence rather than ethical incongruence; (2) high‐high rather than low‐low congruence; (3) incongruence when personal ethical identity is lower than PEL rather than when personal ethical identity is higher than PEL. Moreover, such perceived ethical congruence facilitates followership obedience and proactive behaviors but not constructive resistance behavior via identification with supervisors. Relevant theoretical and practical implications are discussed.

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“…The discovery of ethical fit as a robust predictor of individuallevel employee outcomes could have far-reaching ramifications for organisational science and practice. Organisations may establish more robust programmes to promote ethical alignment among individuals, managers, teams, and the entire organisation (George, Jr., 2021).…”

Section: Person-environment Fitmentioning

confidence: 99%

The Effect of Person-Environment Fit on Public Servant Integrity and Performance: Investigating the Moderating Role of Public Service Motivation

Tannimalay

Rahim

Hong

2021

JGI

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Individual performance is measured by a person's contribution to attaining this objective, whereas public organisation performance is measured by goals achieved in accordance with its mission statements. Positive individual behaviour is important for positive life outcomes, such as professional ethics. Individuals with strong integrity between their psychological (spiritual) and physical (physical) functions are one of the determinants of individual performance in organisations. Integrity is a promise to do everything in line with right and ethical principles, as well as values and standards, and there is consistency in continuing to make these commitments in every scenario without seeing any chance or coercion to break them. Individual integrity and performance are strongly influenced by the person-environment fit (person-job fit and person-organization fit). Due to the several corruption cases in Malaysia, the impacts of person-environment fit (person-job fit and person-organization fit) on individual integrity and performance of public sector personnel are investigated in this study. The suggested model was tested using partial least squares on a sample of 214 public sector employees in Penang. Integrity and individual performance is positively influenced by both person-job fit and person-organization fit, with person-organization fit having a stronger effect. Furthermore, the moderating effects of Public Service Motivation in the relationship between person-environment fit and the integrity and individual performance are not significant. As a result, it is critical to design strategies and implement suitable organisational environments in order to successfully raise the integrity and performance levels of public sector employees/

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Ethical person-environment fit: An integrative definition, key findings, and a call for future research

Cited by 5 publications

References 73 publications

Hospitality’s ethical values and unethical employee behaviour: The mediating roles of work values and the moderating role of perceived organisational support

Hospitality’s ethical values and unethical employee behaviour: The mediating roles of work values and the moderating role of perceived organisational support

How subjective ethical congruence facilitates leadership identification construction: A followership perspective

The Effect of Person-Environment Fit on Public Servant Integrity and Performance: Investigating the Moderating Role of Public Service Motivation

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